Transcripts
1. Course Introduction: Have you ever walked into
an interview and get taken completely by surprise by
a behavioral question, or maybe you didn't even know
what behavioral questions are until you encounter one in the middle
of an interview? Hi, my name is Laura Chis and I'm a senior
product manager. I worked in the
tech industry for almost the past eight years
as of recording this video, in large companies such
as Amazon or Booking.com. The tech industry
is notorious for using behavioral questions
as part of their interviews. However, other industries
are increasingly starting to include them as part of their
candidate assessment. So there really is no better
time than now to start mastering how you can succeed in these
types of interviews. As part of my job, I
actually interview candidates once or twice a week, or perhaps even more, depending on my schedule and
the needs of the company. I usually interview
other product managers or engineering managers. Since I have so much exposure
to candidates trying to navigate behavioral
question interviews, I decided to make this
class as a way to highlight the most frequent mistakes
that I see candidates do, to help you avoid
them in the future. In this class, we will
be going over: What are behavioral questions and
why are they so popular? How can you best present your examples to
the interviewer? What are some general rules and hallmarks of a great example? What are the types of examples that you should be preparing ahead of a behavioral question
interview? And of course, some final practice tips. This class is aimed at anybody currently preparing
for interviews, whether you're trying
to get your first job, trying to change your job, or you simply want to get more experience
with interviews. However, I do want to offer up a disclaimer: if you are
looking for a class that covers answers to some of the more generic questions that you can encounter in interviews, such as "Tell me about yourself?" or "Why do you
want to work here?" I want to stress that these will not be covered in this class. Instead, we're going
to cover how to best present examples from your
own working experience. So if this sounds
interesting to you, then I hope to see you
in the first lesson.
2. What Are Behavioral Questions: Hello and welcome. Let's kick things off by understanding what our
behavioral questions. When we say
behavioral questions, we generally refer to
open questions where the interviewer
prompts you to give an example from your
own work experience. These contrasts with some of the more classic type of
interview questions where you're generally
asked either to give a description of yourself
or some of your qualities, or perhaps to work
through a business case, it's very easy to recognize a behavioral question because
they usually start with, tell me about a time when or
give me an example of now, as you might have
already guessed, answering this
question is actually more about telling a story. And that is a good thing because
you are in charge of how that story is constructed and how he presented
to the interviewers. Now that we've clarified what
behavioral questions are, let's look at why are behavioral questions
so popular nowadays? Since behavioral questions
prompted to talk about an example from
your past experience, you're actually being evaluated on multiple skills
at the same time. Everything from how we formulate your sentences to what
example you choose, to the attitude that you show towards the people who work with everything is being evaluated
with one single question. Of course, the underlying
assumption for these types of questions is that your
past behavior and success will reveal to the
interviewers what they can expect in terms of your
future behavior and success, should they decide
to make you an offer for that particular role? This is why preparation for these types of
interviews is incredibly important because
not only do you have to sell yourself
and your experience, you have to do it
in a story format. And a lot of people aren't very good storytellers without
a little bit of practice.
3. Why Use STAR+L: In this section,
we're going to go over how you can best
present your examples to the interviewers in order
to keep them engaged and to make sure that
they're getting the most out of your answer. Namely, I will be walking
you through the star plus L response
framework that will help you structure your
examples in a way that are easy to follow
but also engaging. Before we jump into that, I do want to stress that during the interview on the other
side are also people. They're trying to capture
as much information about you as possible
in order to really make an informed decision
on whether or not you are a good fit
for that position. After you've had all your
rounds of interviews, many company have what is
called a debrief session. During that meeting, all of the interviewers are
discussing why do you think you are a good candidate or perhaps not such
a good candidate? They're sharing information they picked up during the
interview and they're discussing with one
another if they have any concerns about your answers. All this discussion
is generally based on the notes that they took
during the interview. Therefore, the very
first goal that we have is to make sure
that we give our answers in a way that is easy to follow for the
interviewers so they can take great notes and that will eventually help us in
the debrief session, even though we may
not be present. Our second goal here is to
make sure that we become master storytellers of our
own professional experience. Now, I don't want
to sound too harsh, but a lot of people are
not great storytellers, especially when you simply
put them on the spot. In a high stress situation, most people simply struggled
to come up with a cohesive, easy to follow story
that gives all of the important information
at the same time, however, I'm confident that we can become better storytellers
with two things, practice and this
dark plus l format. So without further ado, let's talk about what exactly this star plus l really means.
4. STAR+L Introduction: I'm fairly confident that
you've actually heard about the star format before
joining this class. Because truthfully it's been
around for a long while. And the reason why it
actually lasted so long is because it's a pretty
good response framework. But just in case you're not
already familiar with it. Star stands for situation, task, action, and result. I personally like to add
an L at the end of this, which stands for Learning. In this section, we will go
through each and every one of these segments and
understand the following. What should be included
in that segment? What are some of the
proving questions that you might get for each
of these segments, as well as what are some of the challenging questions
that you might encounter.
5. ST: Let's kick things off
with a situation segment. This is actually where
you set the scene for the example that
you're going to walk your interviewers through, you give them all
of the contexts. You explained to them why
the problem is a problem. What was the size of the
issue and what was at stake? Why was it important
that it gets fixed? This is actually a
great moment to give metrics on the size
of the market, the size of the project, the overall company performance, and how it would be impacted by this particular situation. I'm actually going
to come together the situation and
the task as they often are almost
indistinguishable in interviews at
this point in time, I want to stress that it is incredibly important
to differentiate between what you had to do versus where your
entire team had to do. This is a very
frequent mistake that I see candidates do in that they don't really clarify what their
contribution was. So it's easy to assume that the team as a whole accomplished the task and they
actually didn't have a very significant
contribution. Adding this
distinguishing details to your answer without
being prompted clearly shows the
interviewer that you are comfortable showcasing
your contributions. But at the same
time you're still acknowledging all of the
work your co-workers do. Not to mention how you add your work actually integrates
with the rest of the team. By doing this, you're
not only displaying a great degree of cooperation
within your team, but at the same time
you're proving that you're comfortable stick accountability
for your decisions. Over the years, I've
trained quite a few people face-to-face and prepare them for behavioral
question interviews. One of the things
they usually ask me is if my manager didn't
assign me a task, is it still okay that I give that example in an interview? And the answer to
that is, of course, it's even better if you
have such an example. The only thing that
you have to clarify is whether or not that
task was given to you or you took a proactive
decision to act on something. Of course, if you decided something without
consulting your manager, it's vital that you later
on include in your example, when did you let them know about the course of
action that you took? How did they respond
to that and why you chose that particular moment
to involve your leadership. Let's summarize the situation and task segments to begin with. You want to give
context to the story. You want to make sure that
the interviewers understand. You want to make sure that
the interviewers understand. When did this happen?
Why did it happen? And why was it
important to get fixed? You're going to
make sure that you distinguish between yourself and your team while at the same time putting everybody
in a good light. Now let's look at some of the
probing questions that you might get around the
situation or task. Why was this important? What were you trying to achieve? What was the initial
scope of the project? Did you encounter
any challenges? What were the risks and potential consequences
if nothing happened? Next, let's look at some
challenging questions and you'll encounter these
usually if you're a little bit further
on in your career. So I wouldn't necessarily
expect these to be given to is somebody that is applying to a junior role or
a graduate role. Nevertheless, let's
look at some examples. Why did you choose the story to illustrate your
accomplishments? What other's story can
you think about that demonstrates the
same set of skills? Could you come up
with an example? There is more recent.
6. A: The next segment in the
framework is the action part. In this section of your answer, I want you to go
into great detail about how you
achieved your task. The key to having a very
compelling action section is to really focus on
how you make decision. What is the mental
framework that you apply when faced with a problem? This should include how do
you analyze trade-offs? Who did you consult
on your decision and wine would metrics that you collect in order to make sure that you're heading in
the right direction. You want to mention any
factor that you took into consideration when evaluating
competing priorities. It's also very good
idea to include here how you took into consideration
the team's objectives, the department objective,
as well as what the company was trying to
achieve for that year. Or perhaps how your actions diverse from these and
why the more contexts and insights that
you can give to the interviewers as to
your mental process, what evidence you've gathered, the better the interviewers
will know you, the more information
they will have in order to make a
decision to hire you. Therefore, in the Action
section of your answer, I want you to clearly state, what did you personally
own, how did you do it? Who else was involved, and how you decided between
competing priorities? Let's look at some
probing questions. Were you the key driver
or owner of this project? What was your biggest
contribution? What unique value did you bring? Were there any significant
obstacles that you faced? How did you overcome
these challenges? Next, let's look at some
challenging questions. What did you do specifically
versus your team? How did you set priorities
to deal with this problem? Did you challenge any decisions your leadership already made? And why, how did you influence the right outcome when
you had no power?
7. RL: Next, let's look at
the results segment. I often see
candidates not giving enough importance to the results section
of their answers. This is a big mistake. Presenting the results and the outcome is just
as important as making sure that your
interviewers understand the context and what
actions YouTube, I would recommend that you
start the results section of your answer by briefly mentioning if things
went well or not. Did you achieve
your goal or was it a miss after that
opening statement, I want you to explain
to the interviewer, How do you know that it
was successful or not? What metrics did
you use in order to understand what was achieved? Here really, you can use
anything from cost-savings, impact on customer experience, percentage changes in basically any metric that can
be quantified by either volume size scale is probably a good thing
to include in your answer. One way to approach showcasing your result is
actually to refer to the constraints triangle from project management before
anybody gets worried, let me say that actually this constraints triangle
is very useful even if you are not a project manager or you're not applying to
that kind of a job. Therefore, you can say something like we focused on minimizing the scope in order to maintain quality and time to delivery, in order to keep the time
to delivery and so on. If you need any inspiration on how to describe your impact to go this cheat sheet often used in Amazon
promotion documents, which was published
by the newsletter fact of the day one. You can see that on
screen right here, but I will also include it
in the class resources. This newsletter is
published by an Amazonian and it is completely
free to subscribe. I personally find the content very useful and interesting. So I recommend to anybody
that they subscribe. Let's recap the results
section of your answer. You want to make
sure that you cover, Were you successful
in your task or not? What results did you achieve? How did you measure
success for this project? Now, let's look at some
probing questions. Why did you choose to
focus on these results? What other results
were important? What trade-offs that you have
to make in order to achieve this in terms of
quality, time, and cost. How do these results compare to the goals of your company? As I mentioned, I personally
believe that after the star, we should add a learning
section in order to really round out the answer
that we give to interviewers. In this section of your answer, you'll want to detail
everything that you've learned from
this experience. Not only in terms
of craft skills, something that you
can apply over and over again at
different companies. But also, you want to show that you take time to reflect
on your actions, really understand their impact. Namely, you want to
reflect on the impact of your actions have had
on the company goals, the success of your team, as well as your
overall team morale and cooperation
between coworkers. This section is especially
important if you chose an example where
things didn't go so well, we're perhaps you didn't
achieve your targets. Interviewers want to make sure that you are able to learn from your past mistakes in order
to never repeat them again, but also to become more resilient to stress
in the future. The usual challenging
questions are, what did you learn
from this experience? If you could do it again, would you do the same thing?
8. Hallmarks of a Good Answer 1: Hi, Welcome back. Now that we've established how you should structure
our examples, I do want to go over a
few general rules for crafting an example or what the hallmarks of a
very good answer. Our number one, there
is no I in team. It's very common for the
interviewer to want to understand what you did
versus what your team did. And ideally, you will specify the difference when you are
presenting the task at hand. However, I cannot
stress this enough. Do not take credit for things that you did
not do yourself, for things that you did
not deliver yourself. Because the interviewers
will find out most skilled interviewers are encouraged to ask a lot
of probing questions. And if you start lying, it might be difficult
to actually maintain this slide
throughout the entire, entire, I've experienced this myself when interviewing
a candidate, they mentioned that they deliver something and when
probing further, it actually turned out
that they never finished the project and in fact it was handed off to somebody else. This is a big no-go decision and I definitely recommend that we do not hire
this candidate. So make sure that you don't make this mistake and only
talk about the things that you achieve and don't take credit for
other people's work. Secondly, I want you
to make sure that you are incredibly data-driven
in your answer. If you've recently read
almost any job posting, they all include
something along the lines of candidate must
be data-driven, data-oriented data and formed comfortable with
numbers and so on. This is actually why it's very important that
all of your examples contain different metrics for each section of your answer. And ideally, you're
offering these metrics without the interviewers
having to prompt you for them. Metrics are vital because
they add the context of scale and impact
to your examples and they show that you are
aware of how your work fits into the larger context of
your company and department. You should think about
everything from growth rates, increases in metrics,
decreases in bugs, any data point that would be relevant to support
your example, make sure that you included
the third rule that I want you to keep in mind is
it's never hypothetical. It's very easy to forget when you're in the
thick of things, what the purpose of the
question actually is. But here's one thing
to keep in mind. It's never about a
generic example unless they specifically ask you
a hypothetical situation. So never give a generic example. I see candidates make this
mistake all the time, but I can assure you this is not what the
interviewers are after. They wanted to know about
your actual work experience, about a concrete example that
you can walk them through, something that you
have lived through, something that you
have learned from. If they wanted to
know how you would behave in a
hypothetical situation, then they would give
you a business case or a mock example and ask
you to reason through it, but the situation just
a little bit further. Let's say, for example, that you're asked about a
situation for which you simply don't have an example
for what should you do then? Is that a good moment to
give a hypothetical answer? No, it still isn't. If you're faced with this
situation where you don't have an appropriate example,
you should do the following, break down the elements of the question and offer
your interviewer an alternative example that covers at least some
of these elements. For example, let's say that your interviewer
asked you about a time when he had
a disagreement with your customer and
how you resolved. However, you don't
think that you have a good example for this. And instead of
starting to panic, let's think about what are the central blocks
of this question? Well, the central piece of
this question is actually, how do you deal with conflict? How did the conflict
start would cause it? What did you do to remediate it? And of course, what did you learn at the end this situation, it would be perfectly okay to say something along
the lines of, unfortunately, I don't have an example that perfectly
illustrates this. However, I do have an
example where I had a disagreement with an
internal stakeholder. Would it be okay if I walk you through that
example instead, while it is true that at
that point in time you're basically at the mercy
of the interviewer. Most experienced interviewers
will not mind you swapping out slight details
of the question and they're more than happy to
follow along to understand how you deal with
conflict is that is what they were after
in the first place.
9. Hallmarks of a Good Answer 2: The fourth rule that I want
you to follow word crafting your examples is actually
related to the previous one. And lamely, you have
to be specific. In other words, do not give
an example that you do not remember because of the
nature of these questions, the interviewers really are hanging on every
single word that you say in order to
make sure that they understand the situation
you're describing, they want to know
every single step that you took from
the moment that you are faced with the problem to the moment where you
came to the resolution. This is a mistake I
often see candidates do, and I cannot stress this enough. You have to be incredibly
specific about every single step that you took in order to
solve this problem, you have to give lots
and lots of details. Experience interviewer
will tell you that if the candidate is not
giving a lot of details, it's actually a red flag because we interpret it
as it being actually a hypothetical situation and not a real example from
their work experience. This is why I want to
stress that it's important to prepare your
answers ahead of time, as this is the only way to ensure that you're
not scrambling in the moment to give
an example that you don't really remember very well, interviewers are trained to
ask follow-up questions. So if you don't
remember the details, the interview will actually go into a rut very, very fast. That being said, I do want
to stress that if you don't remember the
exact metrics, that can still be fine. For example, if
you remember that the impact was
somewhere between 30, 40% growth of your sales, it's perfectly fine to offer
up that metric instead of insisting that
it's 37.5% growth. However, constantly
saying that you don't remember the details
of your example is a big red flags and
I can guarantee that alarm bells will
start ringing in the heads of all of
your interviewers. The fifth and most important
tip that I can give you is that despite all
of your preparation, despite all of the
examples that you prepared and maybe they are
very good examples, you should always listen to feedback from your interviewers. If the hint that perhaps this is not a good example for
what they were asking for. Please do not argue
with them and state that it is in
fact a good example because it's your
experience that will indefinitely not get
you the desired outcome. Tried to offer them
a different example. Similarly, if they
keep on probing for specific aspects
of your example, you might need to
reshape your examples to make sure that you're giving them what they're asking for it. For example, if
they keep on asking you what your contribution
was versus the teams, it means you might have
been using the word we a little bit too
much when describing the situation and the tasks
to make sure that you take extra care to clarify this before the end
of the interview. Another example is if
they keep on asking you, how did you measure the impact or how did you
measure the results? It means you're
probably not giving them enough metrics to go on.
10. Examples to Prepare 1: Hi, welcome back. In this section I
want to go over a few types of examples
that you should always have on hand when going into a behavioral
question interview. Of course, I do have to offer a little bit
of a disclaimer. This is not an exhaustive list. However, in my experience, I find that preparing
these examples will have you covered for about 70 to 80% of all of the questions
you might get an a behavioral
question interview, especially when I'm interviewing
for a big tech company. These are not in any
particular order. So let's kick things off with the first type of example
that I want you to prepare, namely an example of the details of
difficult interaction. What are these situations? Any example that you
might give where you have a disagreement
with your manager, we had a disagreement with your stakeholders or
perhaps even a customer. In this, you can also include
any situation where you got a piece of negative or
critical feedback at work, what would the
interviewers be after it? With these types of questions, these questions are
mostly there to in order to understand if you can resolve conflict
in the workplace in a professional manner. At the same time,
they also want to make sure that you
are able to receive negative feedback
without blowing up at work difficult interactions are actually very frequent
in the workplace. So it is very important
that you have an example. They can showcase
your ability to resolve conflict in
a way that is fast, professional, while at the
same time maintaining a sense of cooperation and psychological
safety in the team. You want to showcase that
you reflect on the feedback that you have and always
seek to improve yourself. The second type of example
that I want you to pair it is that of a
successful situation. Any product that was a success. When you deliver something big, your team got praised
and everybody was happy while there are multiple ways
of answering this question. In my opinion, the best example would be an example where you had to deliver something under a tight deadline or a time
resource constrained. You actually made it. Of course, here it is crucial that you want the interviewer through how you use your tight resources in order to achieve your goal. What are the interviewers
after with these questions? Generally, interviewers
are interested in finding three main things out of
these types of examples. What you consider to be
success, how do you measure it, and how do you go
about achieving success at the same time, this will be used to assess how your experience matches the
bar for that particular job. For example, if you're currently a manager and you're applying
for a managerial position. But all of your
examples are from the time where we were an
individual contributor. That might be a red flag. So make sure that the
example that you choose for a successful situation matches the expectations of the job
that you're applying for.
11. Examples to Prepare 2: The next type of example
that I want you to have on hand is that of a failure. They should be at
least one example in your arsenal where
things did not go right? Where are you failed a situation
where things messed up, a project where
everything went bad. Specifically, I want you to make sure that you
have an example where things did not go well because of your wrong decisions, not necessarily because
of outside factors. What are interviewers after? Mostly, interviewers
are looking to understand how you react
when things go wrong. How do you react under stress? Did you try to
minimize the impact of your actions once you realize that things were going wrong, how did you communicate
what was going on? Or conversely, did you just shut down and
didn't know what to do where you
exclusively waiting for your manager to help
you solve the problem? Or did you just clam
up and didn't know what to do or even
who to ask for help. Your interviewers
understand that failure is a part of the corporate
life and most importantly, a trigger for learning every example of a
failure that you have in your arsenal should have a lengthy what I learned
from this section. I cannot stress this enough. See that you have never failed. Is it not a good answer? In fact, it's a really bad one because it either means
that you don't have enough work experience
or if you're not willing to be honest
in the interview, Let's get this out of the way. Everybody fails, so make
sure that you're not caught off guard by this
question during the interview. Before we move on to the
next type of example, I do want to give
you another tip. Do not include an example where the failure was caused by
your gross negligence. For example, if your
Previous Company fire do because they lost $30 million since you didn't
read the guidebook meeting, we would want to find
a different examples to present to the interviewers, saying something like
that probably doesn't maximize your chances
of getting the job. The next type of example that
I want you to prepare for behavioral question
interviews is an example where he
showed initiative. These are examples
where you had to weigh the pros of having all of the data versus the cons of having to
wait too long to get it. If you want to showcase
your ability to be autonomous and your ability
to make the right decision even when left unsupervised is not including
how they chose to follow up with
their manager after taking the decision
without consulting them, it's crucial that you
cover when you decided to involve your manager and why you chose that
particular moment. I also want you to be
mindful of another thing. These examples can easily
make you seem a little bit too arrogant if you don't present your manager
in a good light. An excellent example
of this would be a situation where
you have to go above and beyond in order to
prove to your manager or your stakeholder
that what you're proposing will improve
everybody's lives. Perhaps you've got refused
to first-time around. So how did you handle that? Did you just admit defeat or perhaps you tried to
build a proof of concept or EMOC report in order to prove that what you're saying
does have value. What are the
interviewers after when they're looking for
such situations? Most successful companies
have understood by now that having self-directed
autonomous employees is far better for them than
having employees that simply wait around
for their managers to tell them what to do. So improving for these
types of situations your interviewers are trying to determine how do you take risks, how do you take decisions? But also how do
you loop back with your manager after you've
taken a decision by yourself. There are also
interested in assessing how do you behave in
the face of pushback. If your manager
says no to what you are proposing, do
you compromise? Do you go for a gradual approach or do we just simply give up? Last but not least, I
want you to consider a more general
category of examples, namely examples about how you perform specific
areas of your job. For example, in my daily life, I am a product manager and a product manager's job has
different aspects to it. You have to build
a product vision, a product strategy, the roadmap on how you
achieve that vision. You have to manage risks
and dependencies and so on. Therefore, it's actually
quite reasonable to expect questions on how do you
build your roadmap, what time frame should cover, or how do you decide what a good product
vision looks like? Can you articulate
your product vision? Similarly, I want you to
sit down and identify what are the large
building blocks of your day to day job. You should have examples or be able to walk an interviewer through how you perform each of these very specific tasks.
12. Practice Tips: Hi, welcome back. In this section, I
want to make sure to cover a few practice steps in order to make
sure that you are fully prepared for
your interview. The goal of practicing
or a hurting your answers is
to make sure that when you are telling
a story about your professional experience
is not only easy to follow, but you sound extremely
confident when saying it. I know that for some people
rehearsing mind seem a bit counter-intuitive since
it's your experience, you should already know
it in great detail. Perhaps this is true. However, I think
we should remember that interviews are a
high stress environment and not everybody is naturally
a gifted storyteller. And that's okay. Practice
really does make perfect. In this case, it's very easy
to forget a crucial detail in the heat of things or perhaps some mix up
the order of events. Additionally, if
you're interviewing in a language that is not
your native language, it is very important
to make sure that you practice what you
are going to say in the language of the Internet. So here's how we're
going to approach rehearsing these examples. You're going to
rehearse your example until you can say them in a natural Conway
without forgetting any of the important details
as you are rehearsing, you are going to create for
yourself a cheat sheet. This is a simple piece
of paper that contains every single detail about the
situations are explaining. You want to make sure that
you have this with you during the interview so that you
can quickly glance at it, shoot you forget an
important detail and let me make it
perfectly clear. You can actually have this
piece of paper with you, even if it is a
face-to-face interview and not a zoom call. The third thing that I want
you to do is find a friend or a trusted mentor and ask them to listen to you as you're
explaining your examples. Ask them to pay
special attention to whether or not you
sound convincing, whether they can follow the
whole story or conversely, if they had trouble
following you, what can you do to improve it? I will say that ideally, you will find somebody
that works in the same field as you
so they can keep up. Should you have to
use any sort of technical terms or specific
jargon for your job. The fourth tip, if for you is actually something that you
might not think of doing, and that is make
sure that you get some sample questions from the company you are
going to interview with. The first source of
these sample questions might be a little bit unexpected because it is actually the
recruiter with whom you are working with when
applying for the job. Recruiters job is
to hire people. They are deeply invested
in you doing well. In fact, finding
candidates that do well is actually
their entire job. Write them an email or give them a call and ask them
if they can tell you anything about the
interviewer about to go into their answered can
help you better prepare. It can be something a
little bit generic, such as you will be asked
to provide examples from your previous experience or you will be asked to work
through a business case. It ever so often they
might actually give you some sample questions
that you might get in the actual interview. This is invaluable information and you should definitely
try to connect with your recruiter
to understand how to better prepare
for an interview. Also, if they refuse, then you're no worse
off than you started. Of course, the most
obvious source of sample questions is
actually going on Glassdoor and seeing what other people that applied for the same types of
jobs have to say. A lot of times people will
include in their review of the interview some of the
questions that they got asked. Make sure that you collect
all of these questions and have examples to
cover all of them. This is, of course, in addition
to the type of example that I told you to prepare
in the previous section.
13. Ending: You made it, you made it
to the end of this class. At this point, I hope you feel like you better
understand how behavioral interviews
are structured and what the interviewers
are after when they ask you specific questions. I hope you feel more confident and that the frame of
reference that I set out in this class will help you succeed in your
next job interview. Remember to check out
the class resources for everything I
mentioned along the way. If you have any questions or perhaps any topics
that I didn't cover, but you still wonder about, please make sure to use
the discussion section of this class to reach out and
I'll try to answer everybody. Perhaps some of
the questions that you have are not actually related to behavioral
question interviews, but rather other topics around how the corporate world works. If that's the case, please
don't hesitate to reach out. I'm happy to create
more courses as long as I know that they're
helping IT people out, you can follow my
teaching profile on Skillshare in order to make sure that you're always notified when I put
out a new class. And if you think
that your friends or coworkers might find
this class very useful, then I would appreciate
it if you shared it with them at the
very end of this class, I do want to leave you with a
few words of encouragement. Job searching is hard and dare I say sometimes
even soul crushing, being rejected, it just
downright sucks and it's easy to lose track
of our achievements and just feel like a failure. But please don't give up, keep your head high
and your spirits or failure is a part of
life just as much as it is part of a job and not getting a job offer doesn't
make you a failure. It just means
you're on your way. Every interview is
a lesson learned, an opportunity for
you to practice your examples and
gain more confidence. It is a step forward towards your dream job. You
know what they say? Victory loves preparation. So get working on your examples and with a little bit of luck, I'm sure you can do it. I'm rooting for you. Thank you again for
choosing to take this class and best of luck
with your future endeavors. That's it for now,
Have a good one.
Laura Chis, Product Manager and Teaching Enthusiast
