Interview Smart: - Insider Strategies to Getting Hired

Interviewing is intimidating, nerve wracking, and can make you feel like you’re two heartbeats away from having a heart attack. You only have ONE SHOT at making a great first impression so what can you say that will push you up to the TOP SPOT and get you the job offer? How can you stand out and stand ABOVE your competition? And how can you remain calm and confident especially if you really want or NEED THE JOB?

This article provides advanced interviewing strategies and coaching to help you PREPARE questions and answers for your next job interview so that you can be less anxious, more confident, and get the job offer.

Do you know what your interviewer really wants to know?

Preparing your answers for an interview is so much simpler when you know what the interviewer really wants to know about you. There are just five key questions going through your interviewer’s mind and once you understand those questions, you can be more prepared, more confident and feel less anxiety during the interview process. So let’s take it one by one, what your Interviewer REALLY wants to know about you:

1. Can you do the job?

Do you have the skills, knowledge, and training to successfully perform the job? These questions are usually very black and white. Either you have what it takes to succeed in the position or not. Have you analyzed the job description and fully understand the job requirements? Do you really have what it takes to succeed in this position? If yes, then be prepared to answer specific questions about your qualifications. And if you don’t, then wouldn’t you rather know now in the interview than have the stress of being stuck in a new job where you can’t meet the expectations?

You should have pre-selected “personal career stories” that highlight your professional successes. Practice saying out loud what your skills, strengths and areas of expertise are. Your answers should be specific and focus on results and accomplishments.

2. What "extras" do you bring?

For most job openings, about 90% of the work has been defined. In other words, a hiring manager knows about 90% of the work that the new employee will be responsible for, but not the remaining 10%. That is because they want to know, “What can you (the new employee) ADD to the position?”
What specialized skills or areas of expertise do you have that can ADD VALUE to the company? For example, if you’re going for a job as a Pubic Relations manager, you may have some experience in marketing or desktop publishing that is not required for the job, but might be valuable to the company. This “extra” skill may position you as the TOP candidate for the job.

Before you go into a job interview, think about the additional skills and talents that you can bring to the position. Be sure to work these skills into the conversation, but only after you have discussed those skills and qualifications that are REQUIRED for the job.

3. Where are you at risk?

Every new employee is a risk to a company. Whether it’s a specific requirement that you don’t meet, or a skill you don’t have, or potentially being overqualified for the position, or a potential risk for relocating, or potentially being sick or pregnant and at risk for taking a medical leave of absence, etc. So, spend some time thinking about where YOU are a risk.

During the interview, beat the interviewer to the punch by stating where you a risk and reassuring him why it won’t be a problem. For example, when I was interviewing with my current company, I had six rounds of interviews. During the final interview with the VP of the division and my future manager, the VP asked where I was a risk. My future manager responded that my brother worked in the same division. The VP then asked if I would be reporting to my brother, which of course, the answer was no. You could immediately see relief across the VP’s face when he realized that the risk was identified, and that it really wasn’t a risk at all.

Most interviewers are not as direct as the VP, but the concern is still there. The point is that you need to be able to discuss the area(s) where you are a risk and then immediately follow-up with why it
shouldn’t be a problem.

Addressing your risks is also the reasoning behind the question, “Tell me about any weaknesses you have.” When you are asked this question, I recommend that you respond by bringing up an area for improvement, but quickly add what you are already doing to strengthen that skill.

For example, let’s say that you are interviewing for a position for a Sales VP and the position advertises that the applicant should know a specialized software application. If you are not familiar with this tool, you could say that you do not have a lot of experience with it but that you are taking an on-line training class to sharpen your skills (but only say this if it’s true!)

This approach shows that you are serious about your professional development and take the initiative to grow and improve your skills.

Since you have one shot to make a great connection with the interviewer, it’s always a smart idea to visit with an interviewing coach to get customized strategies and MORE INSIDER TIPS to strengthen your interviewing skills. Learn more aboutpersonal interview coaching.

If you'd like more tips to advance your career, visit our website for career tools, resources, and coaching support at: www.CareerCoaching360.com

Sherri Thomas is President of Career Coaching 360, an international speaker, and author of "Career Smart - 5 Steps to a Powerful Personal Brand." Career Coaching 360 (www.CareerCoaching360.com) provides career planning, management coaching, and leadership development support to help professionals change careers quickly and easily.