At some point, most interviews begin to sound the same. Questions range from, "Tell me a little about yourself" to "Why are you the best candidate for this position"? Frankly, it's a wonder anyone actually gets a job with the way we construct our time together. Here's a different approach that fits EVERY interview.
First, tell the truth and be authentic. This isn't rocket science or new information so we'll move on the the important stuff.
Prepare Differently
When you say you have an interview, everyone seems to have an opinion on the right answers to all the questions you are about to face. The real answer comes down to a bit more relaxation and understanding how to interpret each question and transmit knowledge. Emotional intelligence (explained in short hand) – the ability to understand the emotions of others and your own – can be used as a framework to dramatically improve the way you feel about interviewing.
Questions & Answers
Stop worrying about what exact questions are coming your way. Focus on what the questions mean and what you want the hiring agent to know. Let’s explore the framework for interpretation and transmitting knowledge.
Framework
Value/Believe
Candidates have the opportunity to share deeply held values and beliefs that act as motivators for behavior. Candidates should consider matching the values of the organization to a personal value or belief.
Information shared from values/beliefs should reflect “contemplated” knowledge. Hiring agents should learn that you are thoughtful, purposeful, and see your work connected to a larger purpose or agenda.
Know/Learned
Candidates may focus on qualifications, certifications, or education. Answers should be practical and direct. This is less about what candidates have learned from experiences, unless trade schools or trainings are involved, but rather a catalog of “gained and learned” knowledge. You should leave no doubt that you have absorbed the necessary information to perform.
Have Done
Candidates are typically primed to discuss past accomplishments or various work situations. Less experienced candidates share narratives about college organizations or leadership roles. Hiring agents will consider candidates who can do the job because during the interview he/she communicated they have already done it. Candidates may consider demonstrating “experiential” knowledge.
Will Do
Candidate should focus on communicating how future situations will be handled. Candidates must be able to provide a sense of “who you would be” as a colleague and employee or supervisor. The organization you are seeking to join has a culture. Those making a hiring decision will listen to your answers in an attempt to imagine you as a part of their team. Candidates may consider demonstrating “forecasting” knowledge. Candidates must be able to demonstrate the use of values, past experiences, and formal education to anticipate and forecast.
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