Here are some InterViewPoints...
Few people realize it but the most important thing is not a dollar figure. Far more important is the nature of the job itself. Once the responsibilities and budget have been determined, a salary range and incentives will follow. If you can get in early you can shape the job and accordingly, the compensation package.
The importance of being prepared with questions as well as with commentary cannot be stressed too heavily. People buy your questions sometimes more so than your answers. Being forearmed in this manner will have significant impact and separate you from the competition.
Caution! Too many success stories while explaining your potential contributions may seem contrived. Try to give examples of actions you took to improve a situation,or change some conditions or advance a needed strategy... and let the other party probe for more details for which you are prepared. Being prepared in this manner will appear less rehearsed.
First and lasting impressions can be more under YOUR control if you are aware that skilled interviewers asking for verifiable accomplishments are also listening carefully for any signs of stress or anxiety or subtle anger – all typical of a “talker” not a “doer”.
"People buy your questions not your answers" --BRILLIANT! Interviewers know the questions they're going to ask and know what answers they should expect, and since all those in the interview have been screened, they're probably similar as candidates. So the questions you ask may be the only hope you have in seperating yourself from the others. "People buy your questions..." So simple and again - BRILLIANT!
ReplyDeleteThanks! I see we are very much in agreement -actually your comments took this a step further. If a candidate is sitting face-to-face with a decision-maker, then he or she passed some screening. If the criteria for the screening was that a candidate 'must be blonde-haired, blue-eyed and left-handed' then you can be sure they ALL are. In addition, as an Interviewer myself, I can tell you that it's much simpler to have the same questions for each (not so different) candidate; and then compare, contrast and validate. As we've agreed, if you're asking the same questions of candidates who are all 'blonde-haired, blue-eyed and left-handed' then all the information should be fairly similar. Don't chance it! Your QUESTIONS may be the only means of injecting NEW and DIFFERENT information, separating you from the group, and becoming the only STANDOUT; thus the only choice they have. These are NOT average times in the job market and "average" people aren't likely to get the best opportunities. You need to be a STANDOUT. BRAVO John Murray
ReplyDeleteso true
ReplyDelete