The beginning of the proactive instead of reactive interview:
Chapter 1 – RESULTS and SKILLSETS: Beyond behavioral patterns.
This CHAPTER shows the reader how to start and take control of the interview process. This includes how to go right into attention-getting, fact-defining distinctions that will get the manager’s attention and also awaken them to your contagious energy. Readers will learn how to be energized and put their scientific strategy in place to get maximum results. We have to quantify your personal results in a very specific way that captures your SUCCESSESS, AWARDS, DISTINCTIONS, and ACHIEVEMENTS and weaves them into a 1 to 2 minute power statement. This system works no matter what your level of experience may be. We will look at how to communicate all of your successes succinctly and directly and how to measure your results even if you think you don’t have any. I have often seen people with good or great results never get to communicate them in the interview process or leave them off of their resume. The hiring manager never then understands what this person will bring to the organization and then passes on them. I have often interviewed people and found out that they were #1 in a certain area of employment but failed to put it on the resume. Every hiring manager asks themselves the same questions: “What are this candidates results? How do they differentiate themselves from everyone else I am going to speak to? What makes them special?” I teach you, no matter what industry or profession you are in, how to break down your results and measure yourself looking at timelines or goals you have met or exceeded, awards you have won, achievements that put you ahead of your peers on a project, and customers or relationships that you turned into successes. I will guide you to answer a group of key questions, around results, so that you can form your opening statement for the start of your face-to-face interview and drive your message home. Your skillsets also need to be communicated as the last bullet of each job on your resume. It is very helpful for people to know that you have some specific skillsets i.e technology, accounting software packages, nursing, a skillset pertintent to present success or experience THAT RELATES TO THE JOB YOU WANT TO LAND. This chapter will also look at behavioral interviewing, what it is, and what mgrs. are being taught. It will also teach you how to answer questions so you will speak to any specific situations, how you reacted in that situation, and what the outcome was. EXAMPLE: Evan thank you for coming in today, tell me about yourself: 1st part of my statement-RESULTS: Hi John, thank you for the opportunity to interview today. I have been a top 1% ranked recruiter and executive, ranked #1 in the world at Oracle and Siebel Systems, I won the Oracle " Best Recruiter" Award and 3 outstanding achievement awards. I also created the lowest cost per hire and was ranked top recruiter as a Consultant in five other leading organizations. I worked my way up to be a COO level and doubled net revenues 250m within 1 yr. after this company having 4 yrs. of flat growth. At Oracle I was responsible for staffing for combined groups totalling 2b in revenue. I also achieved the lowest cost per hire and developed the most successful employee referral programs for a large number of top name companies.
Next Chapter 2 overview-The PROCESS on HOW you got to those results.
Chapter 2 – PROCESS and ABILITY
After you have successfully communicated your results, you need to be ready to address your process of how you got to your results. This chapter will give you a set of questions to determine what your process is and how to address it in 90 seconds to two minutes. It is imperative that you get all of your bullet points communicated about results and process before you stop speaking and allow the hiring manager to ask their first question or make a comment. Your process will include all of the practices, strategies, programs and ideas you implemented or created to help get you to optimum results. This is critical as it will help the manager to very clearly understand how you achieved your results. Managers need to feel either a familiarity about how you do business or excited about what processes you can bring to the organization. Many times they will get excited about a process you have created or implemented that they believe will benefit their organization. They will also see that you have good practices and hopefully made decisions of integrity while creating your results, rather than running people over or begging cheating borrowing or stealing. I have often had a manager say to me in relationship to results and process: “They did well but I don’t understand how they got there, that concerns me.” During this time in your overview you must also include specific skillset that you run through in a list of 8 or 10 items that relate to the job at hand. Example: I did excel reporting, implemented Oracle Financials, wrote java code, I am certified in this or that. These “skill” statements must relate exactly to the job at hand. Example-EVANS PROCESS: I got to the majority of my results by creatting aggressive cold calling campaigns into top competitors focusing on the 1 minute attraction of candidates through direct contact, email, or voicemail. Within the first 1 minute I would cover 12-15 Wow factors about the company that aligned with Security, Opportunity, and Possibility. This got the candidates so excited and ansered all their main questions or concerns before they ever had a chance to ask them. I also created highly visual employee referral programs that cut Employee Referral budgets in half and normally created at least a 500 and up to 1200% increase in employee referral hires. I also built deep consultative relationships with hiring mgrs. and developed in depth interview screens to guide everyone in the interview process.
