The interview process for both the candidate and the hiring manager is an experience filled with the unknown and anxiety. For the candidate, the individual is uncertain of the questions to be asked. Based on previous interview experiences, the candidate recalls the questions and tries to fine-tune possible answers.
Based on experience, unfortunately, recruiters and hiring managers assume part of the application or resume contains falsehoods. Research shows that nearly 60% of resumes have a false or exaggerated statement. How do you, as a candidate, ensure they know what you are saying is who you are and will be on the job?
More and more firms are using behavioral questions. Candidates need to understand the reason for behavioral questions and how to draw from their own life experiences to respond to them.
The traditional questions do not reveal much in-depth information to the hiring manager.
Success in the interview means knowing how to draw from who you are and formulating a response covering the essential points of a story. After all, the interview is an opportunity for you, the candidate, to become the storyteller of your own experiences. The interview response story has four elements you must share with the hiring manager. The session will cover the four and show how to create an answer story about how, if hired, you will perform on the job.
The interview should be a two-way exchange of getting to know one another. What are the questions the candidate needs to ask the hiring manager to ensure that the candidate is making a well-informed decision?
Based on experience, unfortunately, recruiters and hiring managers assume part of the application or resume contains falsehoods. Research shows that nearly 60% of resumes have a false or exaggerated statement. How do you, as a candidate, ensure they know what you are saying is who you are and will be on the job?
More and more firms are using behavioral questions. Candidates need to understand the reason for behavioral questions and how to draw from their own life experiences to respond to them.
The traditional questions do not reveal much in-depth information to the hiring manager.
Success in the interview means knowing how to draw from who you are and formulating a response covering the essential points of a story. After all, the interview is an opportunity for you, the candidate, to become the storyteller of your own experiences. The interview response story has four elements you must share with the hiring manager. The session will cover the four and show how to create an answer story about how, if hired, you will perform on the job.
The interview should be a two-way exchange of getting to know one another. What are the questions the candidate needs to ask the hiring manager to ensure that the candidate is making a well-informed decision?
Why should you Attend
The most challenging part of work is finding work. For many, face-to-face or video interview is associated with high anxiety. That doesn’t have to be the case as long as you know how to respond to questions without fear of embellishment. Too many candidates try and overthink the answers before beginning the interview. Too many are so eager to find a job that they don’t consider if the company or the job is the right company or role for them.Areas Covered in the Session
- What is a behavioral question?
- Why are hiring managers asking behavioral questions
- The four points to integrate into a response to a behavioral question
- Why honesty is essential to on-the-job success - How to turn a traditional question into a behavioral response
- What to consider before you go to the interview - What questions do you need to ask to ensure the company is right for you?
Speaker
Dr. David S.Cohen Ed. D. is a seasoned management consultant passionate about building organizations through the successful alignment of their people to the corporate values and corresponding behaviors. He works with organizations and their leaders to ensure the clear articulation of the culture and the application of that knowledge to building integrated talent management processes and practices and improving employee engagement.Who Should Attend
- Anyone from first-time candidates to senior executives Anyone going for an interview
