90% of hires are based solely upon the interview according to a Harvard Business Review study. In fact, 63% of hiring decisions are made within the first 4.3 minutes of an interview (courtesy SHRM). So, the interview is probably the most important part of the hiring process. And that’s why you need to spend time with your personal recruiter to better understand whom you are interviewing with and the issues that you will be talking about during the interview.
You always need to “take temperatures” because people have minds and they’re changing them constantly. You need to listen to what they don’t say. Being prepared for an interview is vital. The following preparation is very unique and effective in conducting a positive interview.
Things To Remember:
- People have to buy you before they buy from you.
- People hire and accept emotionally first and justify logically later.
- People are most sold by your conviction rather than by your persuasion.
- Know your technology, but think PEOPLE.
- The decision to hire is made in the first 5 to 10 minutes of the interview, with the remaining time spent justifying that decision.
Please take these notes to the interview and practice the anticipated questions that may be asked and your answers to those questions. Be sure to practice these steps out loud to yourself before the interview.
- What are the duties and responsibilities of the position I’m applying for? This is an excellent icebreaker question for the hiring authority and a great start to a successful interview. What percentage of my job is dedicated to administration, supervisory, and technical?
- Research the company before you go on the interview, both on line and talk with those who know about the company. Develop questions based on your research.
- What is my number one priority that has to be done before I leave each day? Why?
- What are the production or sales goals? What obstacles would prevent me from reaching my goals?
- What are the short and long term goals set for the person in this position?
- Have questions for the hiring authority. Questions must be written out before the interview, while avoiding the topic of compensation and benefits for the first interview.
- Salary – this is a trap question. If the question is brought up a very good response is “I expect you will make an offer commensurate with my abilities. I have given my recruiter all my salary and benefit numbers to negotiate for me.” OR “I am currently making $_____. Although I would like an increase, I don’t know enough about the opportunity to answer that fairly”). Be very careful that you don’t short yourself. Be sure to keep in mind your base salary, bonus program, stock options, gain sharing programs, performance bonuses, benefits, etc.
- Ask for the job! “I haven’t interviewed in a while, what is the next step? Can we conclude our business today if all goes well?” Summarize what you’ve done that ties in with the new position and ask, “Do I have the qualifications you’re looking for?” then remain silent for an answer. If the hiring authority says, “I’m looking at other people,” you say, “How do my qualifications match the people you’re considering.” Your #1 priority is to receive an offer, if this is a position that you desire, your #2 priority is to know the next step. ALWAYS SEND A FOLLOW-UP LETTER.
Be prepared to answer the following common questions:
- Tell me about yourself?
- Why should we hire you?
- What is your greatest weakness (or what would your employer say you needed to improve upon?)
- What is your personality / work ethic?
- Your obvious issue(s) (too many jobs, too high of pay, experience, relocation, company size, etc)
After you leave the interview, it is very important that you call us immediately!