Secrets Revealed: Land the Job of Your Dreams: Premier Guide Create Your Winning Resume and Interview!

Secrets Revealed: Land the Job of Your Dreams: Premier Guide Create Your Winning Resume and Interview!

by Betty J. Motsenbocker

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Product Details

ISBN-13: 9781477287903
Publisher: AuthorHouse
Publication date: 03/07/2013
Pages: 208
Product dimensions: 6.00(w) x 9.00(h) x 0.48(d)

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SECRETS REVEALED

LAND THE JOB of YOUR DREAMS


By Betty J. Motsenbocker

AuthorHouse

Copyright © 2013Betty J. Motsenbocker
All rights reserved.
ISBN: 978-1-4772-8790-3


Excerpt

CHAPTER 1

YOU HAVE JUST RECEIVED A CALL TO SET UP A PHONE INTERVIEW, WHAT NOW?

The Beginning Steps: How to Prepare for the First Phone Interview

Step 1: First things first.

When you get the call for the interview: Set the appointment three to four days from the date you receive the call. In other words, don't accept an appointment before you have time to research and prepare for the interview, even when it is a phone interview. You must be serious about preparation! Don't fly by the seat of your pants or skirt! You need time to do research and prepare for the call!

I provide a lot of details on phone interviewing in these first two chapters; the reason is because the majority of the time, the first interview is on the phone in today's world. This phone interview will make or break you for the next step.


Step 2: Take preparation seriously.

Honestly, it only seems like rocket science ... it is not! It is a sales presentation for the best product you'll ever have to sell—you! You are going for the Gold, your Oscar (Chapter VI) with every interview! If you don't prepare in the manner I discuss in this book, you may miss out on a great opportunity; you will not know unless you prepare in detail so you will be moved to the next step in the interviewing process. Only then will you have the opportunity to say "yes" or "no" to a job offer!


Step 3: Review the corporate website in depth.

Write down the adjectives and/or wording a client uses to describe the company's services and solutions, including the wording used on the job description. You are looking for wording that is relevant to your skills and background. This information is to be incorporated in your questions and answers in the interviewing process, as well as on your resume. In other words, when possible, you will be talking the same language. (This is discussed in more detail in Step 8 in this chapter.)


Step 4: Interview to Impress

Start by asking Intelligent Questions. Listed below is a short list of questions regarding corporate history; they are a good starting place, with broad general questions. You can drill down later once you've established rapport.

a) Corporate History: Include questions on their most recent history, maybe the last one to five years; often this will bring up profitability questions, and if they have had challenges; you can ask how these issues were handled. If appropriate and there is time, you can go back and ask more detailed questions; this normally would happen in a face-to-face interview, when there is more time for detailed questions and answers.

b) Ask about their corporate goals and regional goals. Prepare the appropriate questions for the position for which you're interviewing and the questions you need answered for your career goals.

c) Always ask non-confrontational questions—not, "I noticed your stock prices took tremendous drop last year, why, since the industry is in a growth mode?" If you start with this attitude, an interview rarely progresses in a positive manner. Consider this phrasing; what strategic marketing plans are in place to take advantage of the growth in the industry? (Refer to Chapter V, Sec. 2, Step 6 for additional suggestions.)

d) Key questions to ask: What skills and experience are needed for the position, and what kinds of backgrounds have been most successful for the company?

e) Ask why they are hiring (expanding, a replacement or rebuilding/reorganizing)? Asking if someone has been "fired" is inappropriate for many reasons; EEOC (Equal Employment Opportunity Commission) rules are a major one; www.eeoc.gov will give you greater insight into government regulations on this topic. Reminder: If a previous employee had been doing a good job and was happy, the person would still be there.

f) Your goal is to discover if this is the right opportunity and company for your next move. You really want to learn more about the possibilities for your future, where the company is heading, what their goals are for the next one to five years or more.

g) Some of the above questions should be answered in your "discovery" process with the recruiter or through your own research.

h) Reminder: Not all of your questions will be answered during the first interview. You want to ask the ones that are most important to you initially to be sure it's an opportunity you want to explore further.


Step 5: Let's get started with specific questions.

The questions below will get your thought process moving and in the "interviewing mode." Many more basic interview questions and behavioral interview questions are listed in Chapter II, Section 2, and Chapters III and IV.

a) Why is the position open? Is there anyone internally that could do the job?

b) Was the previous person promoted, or did the person leave the company?

c) What were the reasons the interviewer joined the company? If there is time, ask about his or her background. Always ask in a genuine, friendly style. You may find you have similar connections from school or job history. (Reminder: The phone interview will be for a limited amount of time; the face-to-face interview will be much longer.)

d) What are the goals and objectives of this position for the next twelve months, the next twenty-four months, or longer? Ask the same questions for the company. Where have they been, and where they are headed?

e) A key question to ask (or some version of it), "What major issues do you need the new employee to resolve to make your job easier?" (Ahhh, a problem solver!)

f) If for a sales position or sales management position, you will want more specifics on the region, territory, the overall goals, and what they want to have changed. Most of the same questions that are asked at a sales level would also be asked at a sales management level; they would be focused from a management standpoint.

g) Six months from now, how would you judge my success? One year from now? Two years from now?

h) What do you think is the most difficult challenge for the position? For the company?

I) Do you have an employee training program?

j) So many companies have had to downsize, have you experienced this? If so, how was this handled?


Additional insights on interviewing:

* Interviewers often look to see if you really understand what they are saying by the kinds of questions that you create from their answers. (For sales, this would be how you qualify a client's needs.)

* All of the above questions work for all positions—senior management positions, sales, administrative positions, or customer service positions. Companies "buy your services" (hire you) because of what you offer and bring to the table ... and how you will solve their problems. Be the answer to their problem and part of the solution. It doesn't matter what position you are interviewing for, you must spell out (sell) your skill set. Do not expect them to understand and see how you fit.


Step 6: Creating Instant Rapport (the NLP Factor, neuro-linguistic programming)—a very unique communication style

You can Create Instant Rapport with your clients and colleagues through a process called "matching and pacing." This is based on the principle that people like people who are like themselves. People from New York are known to speak quickly and "get right down to business" and like people who also speak quickly and don't waste the
(Continues...)


Excerpted from SECRETS REVEALED by Betty J. Motsenbocker. Copyright © 2013 by Betty J. Motsenbocker. Excerpted by permission of AuthorHouse.
All rights reserved. No part of this excerpt may be reproduced or reprinted without permission in writing from the publisher.
Excerpts are provided by Dial-A-Book Inc. solely for the personal use of visitors to this web site.

Table of Contents

Contents

ABOUT THE AUTHOR....................     vii     

ACKNOWLEDGMENTS....................     xv     

FORWARD....................     xvii     

CHAPTER I YOU HAVE JUST RECEIVED A CALL TO SET UP A PHONE INTERVIEW, WHAT
NOW?....................     1     

CHAPTER II CREATING AND EXECUTING THE KILLER TELEPHONE INTERVIEW..........     17     

CHAPTER III BASIC INTERVIEW QUESTIONS....................     37     

CHAPTER IV BEHAVIORAL INTERVIEW QUESTIONS....................     47     

CHAPTER V THE FACE-TO-FACE INTERVIEW ... WHAT TO DO AND NOT DO ...........     61     

CHAPTER VI INTERVIEWING—GOING FOR THE GOLD....................     81     

CHAPTER VII HOW FABULOUS YOU ARE!....................     97     

CHAPTER VIII THE FINAL PREPARATION....................     105     

CHAPTER IX DOES YOUR RESUME ROCK?....................     113     

CHAPTER X THE FINAL STAGES WHEN CHANGING JOBS....................     129     

CHAPTER XI A NEW TWIST ON HOW TO MAKE BETTER DECISIONS FOR YOUR CAREER
AND YOUR LIFE....................     153     

CHAPTER XII CUTTING EDGE INFORMATION TO MAKE YOUR JOB SEARCH AND LIFE
WORK MORE EASILY....................     167     

EPILOGUE....................     187     

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