Job Interview Skills Training Course | Successful Interviews

1. Promotional Video - What You Will Learn in this Course: being moody, Get 2. Intro and Importance of This Course: Welcome to the 10 Steps for a successful interview course. In this course, we will cover this 10 steps. The basics. Types of interviews, due diligence, prepare for success, Challenge yourself, Practice, practice, practice the art off selling, engage with the audience feedback and learn from your mistakes. But before we go over them in detail, let me explain why this course is so important and valuable importance the why I would like to start this course with why you are here, the importance of the scores on how it will help you reach your goals. In a nutshell. You are here because you want to do all you can to ensure a great outcome to your interviews, and I say interviews because you'll probably have to go through at least two, but generally three on some things, even four in any recruitment process. But don't worry about that. Everything you learning this course will help you increase your interview effectiveness on your chances of getting that new job to secure a better future. The 10 steps I will cover are not textbook steps there really life proven principles, and I'm really glad you made the decision to take this course, because without even knowing it, you're already following one of those steps preparing for success. But we'll talk about that later in more detail. So thank you for taking the scores on. I hope you enjoy it. And if you think there's something which could be improved, feel free to send me your feedback. I'm always up for improvement on my role here is to provide you with the best tools for a successful interview. Now, another key concept I want you to learn and take note because it's really important is what I like to call differentiation, and that relates to what makes you different from others. What makes you stand out from the crowd and why they should pick you instead of other candidates as you go through the different steps in this course, you'll start to develop the skills and behaviours which will allow you to differentiate yourself on, become a valuable, high potential candidates. And believe me, differentiation is something really powerful. That is a key driver in the decision making process, and one which will allow you to reach your goal of being highly successful in an interview . And finally, this course is extremely valuable because it's based on real life program principles that summarize years of experience, research and observation. I have personally applied what you will learn here and can tell you without any doubt in my mind that this works. I have proved that this 10 steps work in different countries, cultures, industries and companies. It doesn't matter if the interview relates to a job for a small company or a big one. They will work. And I want to take this opportunity to wish you the best in all of your interviews. Believe in yourself, believing your skills and experience and follow the stand steps and you will get the job. Yes, you can. Yes, you will. 3. Background, the "Who" (About Your Instructor): background the WHO Before we get into the 10 steps, please allow me to introduce myself. I share a little bit about my background. Once you get to know part of my story, you'll understand better why and how my experiences can help you. So let me start by saying My name is Mauricio Rubio and I'm originally from Colombia, South America. Although I currently live in Australia as a permanent resident on a future citizen, I also lived in the US for a year and for six months in Mexico, I started traveling the world at a very young age. I'm before I was then I had already visited a couple of countries in South America. By the time I was 14 I was already living in the US on by my mid twenties, I had already traveled to many countries in Europe and to China in Asia. I'm also a serial entrepreneur. Techie Lifehacker, expert project manager on hold to NBA's plus a bachelor of engineering. I should also highlight that I've always felt passionate about education and started to get involved with the industry at 16 when I became an English teacher and to further my education and continue my professional development. I'm currently studying data wise through harbored in order to improve the teaching and learning experience. I speak three languages English, Spanish and Portuguese and no, a couple of words in French. But most importantly on here is the key to why I can help you. I have worked in startups small, mid size and large companies, including organizations such as Johnson and Johnson, that with over 100,000 employees, he's one of the biggest companies in the world. And currently I work for a prestigious university that is part of the top 1% in the world and the Group of Eight in Australia, the elite Australian universities. So throughout my career, in different countries and industries, I have gone through multiple interviews and have actually led interview processes. Therefore, I've been on both sides of the equation as a person being interviewed and as an interviewer . I have also counselled interview boards, including giving direct advice and recommendations to the CEO of a company. So I know what they're looking for in a potential candidates such as yourself, and I can help you develop the skills you need for a successful interview and finally, I should note that I am a serial entrepreneur and have conducted many interviews for my own projects. But anyway, that's enough about me. And if you want to learn more, feel free to go to mauricio rubio dot com. 4. The Basics - Part 1: Step one. The basics. Interview 101 Like anything else, there are a couple of basic things you should know about interviews. They're 101 things you just have to get right Hence, these basic concepts are the first step in your path to a successful interview. They're the minimum things anyone interviewing you would expect or the minimum thinks you should do when you go to an interview. So even though you're probably already from either, with all of them and they might even seem like common sense to you, let's go over these and make sure you get them right. You would be surprised how many times I have seen people failing of the simple basic concepts again and again and again. But that won't be your case. So let's get started prior to the interview, arrived with time at least 15 minutes early. If it's the first time you're going to the location, make sure you plan your time properly. Account for traffic jams, finding your way around on getting to where you need to be with time. Avoid the unnecessary stress of running late or thinking you might end up running late. It's not worth it. Don't risk it if anything even arrived half an hour earlier, don't announce yourself, but have some water. Go to the toilet or check your emails while you wait to announce yourself 15 minutes prior to the start. Time when you arrive, issued the well dressed and prepared for the interview on my prepared. At this stage, I'm talking about the basics. So have a clear understanding of the company and role you're applying for from the information they provided so far, the application process and your own research from the Internet. Fortunately, our good friend Mr Google is always there to help. And, of course, you should know who you're meeting. Is it one person to or three? What are their names and rolls? Ideally, you would have done some research about their background prior to the inter. Just high level. Keep it and finally make sure your mobile is either off or in silent mode. I recommend off to avoid any potential distraction 5. The Basics - Part 2: during the interview. Focus. Don't overthink it. Don't stress. Just look naturally as you would in a conversation with someone. And listen carefully when interviewer stock or ask a question, they sometimes provide a sense for what they are expecting to hear. Or they might give away that they already have a connection with you, which definitely placing your favorite. Use it. Engage with them. If they ask you a question and you don't understand it, or you just need more time to think about the answer. Be smart about it to say sorry. Could you repeat the question? And finally, don't assume your interviewers have read your resume or they annoyed by heart. Sometimes they haven't even read it. Don't take it personally on just walked in through your experience. Accomplishments on the point you want to highlight about your personal life on your professional career after the interview, Wait patiently. Time to receive feedback varies from company to company, and sometimes it even varies within the same company. If the process is just starting on their planning for several rounds off interviews, then you'll probably hear back from them in less than a week to confirm the next one or two let you know you won't be continuing in the process. If this is the final interview, you'll probably hear back from them in. Want to two weeks? Don't pressure them. And don't despair. If we accept going by and you haven't heard anything back then that's the time to seek feedback. Follow your instinct. You'll know when the time is right on. People won't take it the wrong way. After all, you've invested time and effort on the minimum court. To see you and anyone else would expect is to know what was the outcome of the process and last but not least, always reflect for improvement after an interview. You'll know deep inside whether you did well or not, you might not know whether you've got the job, but you'll know how you felt. And that is a pretty good reflection on the outcome off the interview. Either way, you should think about why you did well to keep doing it. What you didn't to stop doing it, or even if it's just to write down challenging questions you face during the interview as you prepare yourself for the next one. Remember, continuous improvement is a never ending process 6. Types of Interviews and the Phone Call Interview: step two types off interviews, Understanding the types of interviews and how to prepare, manage and approach them is an important step in the road off mastering and interview. In essence, on from experience. There are mainly six types of interiors on the dynamics, very for each one. They might seem similar in some cases, and they actually have commonalities, but they're actually different, and understanding those differences will allow you to adapt and prepare for the different scenarios. The six types of interviews are a phone call interview, a Skype interview, an interview with a recruiter, a one on one interview, a panel interview and a group interview. So let's discuss each one in more detail. The phone call interview. This is generally a very early stages interview used for filtering purposes. Basic. They haven't really decided whether it's worth meeting you in person, but something caught their attention. So they will give you a call, and it will be targeted, short and specific. The paralytic advantage of the opportunity to sense whether you are or not the right candidate, whether your expected salary meets what they are offering on whether your experience really matches what they are looking for this type of interview is typical of recruitment agencies , although some companies use them as well. If you are expecting potential interview calls because you are applying for jobs, I recommend never picking up the phone on letting them never Masset. That way you'll be able to assess what it's about the company role interviewer etcetera prior to actually having the conversation. If you do decide to pick up the phone and they put you on the spot, avoid it. You won't be successful if you're not prepared. Improv is not really a recommended practice for an interview. Politely say you are busy at the moment, or in a place where you can't really take the call on request for it to be rescheduled. Now, assuming you have scheduled phone call interview, make sure you are fully prepared with no distractions in a comfortable environment and even have a glass of water near you. Bismarck seeing in front of a computer have your CV handy on your notes about the company role, etcetera. Since they can't see you, use it to your advantage 7. The Skype Interview and the Recruiter Interview: the Skype interview. Like before, this is generally an early stages interview on the same principles you've just learned about a phone call interview. Apply. But here's the key thing. They can see you. Yes, you on your surroundings. So take it seriously and approaches. Type of interview like a true professional. Get dressed up and make sure you're in a comfortable, quiet environment. Even if they can't see your whole suit or dress, dressing up will boost your confidence and put you in the right state of mind. And, of course, make sure you've checked your mic and speakers are working properly. Same goes for the camera. Make sure it's working properly under the people on the other end can see you tested with someone you trust. You definitely don't want to be fixing up technical issues during an interview. Check everything ahead of time and make sure you have a Plan B in place in case something goes wrong with Skype, for example, have their phone number handy so that you can give them a call if you run into any trouble . Be prepared for a Skype interview to run as long as a face to face interview would. It won't be a short as a phone call interview. You can have notes around on your CV, but I would recommend to avoid using them. Seems like I said before they can see you. So if they notice you're turning your head or eyes down to read, he will make you seem I'm prepared. Like I said before, you need to approach each type of interview differently. And that's why the second step of understanding the different types of interviews will allow you to manage them appropriately. The recruiter interview This is a face to face interview with a recruitment agency, which basically has been hired by company to find a specific type of candidate. The key thing for you to take into account here is that these people do this for a living. So on a day to day basis, they took the companies and potential candidates. They're interviewing people constantly on don't want to waste their time. They're busy. You're just one of many, and they want to keep it productive so they will focus heavily on requirements from their client, and they will give away some of those requirements in the ad or when they contact you initially, so pay attention to the role descriptions, what they say and what words they use. Tip. Once you've identified the keywords, used them as much as you can. While you're talking about your experience, resume and accomplishment in their mind, the recruiter will be ticking boxes. Yes, yes, yes, he meets a B and C recruiters will ask you a series of questions to understand whether your feet or not a profile. If you approaches type of interview with intelligence and readiness and leave the recruiter with a really good impression, they will become your best advocate with the hiring company. Keep in mind that they are human, so they are subjective and can be influenced. And they have a commission on the reputation at stake so they won't endorse you unless they really think you mean they requested criteria. Have experience that relates to the role, a good resume, good references and our impeccable track record. They will take all of these boxes on verify your information before putting you in front of the decision makers, so make sure you put your best self forward 8. The One on One Interview - The Panel Interview & The Group Interview: the one on one interview. This is an interview that typically last between 1 to 2 hours, although sometimes it can last just half a Nower. In this interview, you have the unique opportunity off interacting directly with one person that has all of your attention. Generally, one on ones fall into one of two categories. Either you're meaning the and decision maker or you're meeting someone who is deciding whether it's worth for them to meet you. These interviews start with questions such as Can you tell me a little bit about yourself and your experience on Generally, they follow a process where they want to accomplish three things. No more about us a person. Learn about your experience, challenges and accomplishments and finally assess whether you will fit the company's culture. Make sure you pay attention to body language from your interviewer. If they're interested about something, talk about it. If you notice you have a connection with them on something, leverage on that. And if you can tell they are bored or in a rushed shift to another subject and keep your answers short and sweet on, make sure the one on one interview doesn't become a monologue. Allow the interviewer to talk, give them some space and ask questions. When appropriate. Avoid long silences on awkwardness. Be proactive, but pick and choose your battles. The panel interview. This is a complex type of interview, since you will be meeting a group of people, each with different personalities, interest priorities and agendas. They might even work in different departments and have different levels of authority in the company. Most of the time, they are very organized, and each person will ask you a set of questions they have prepared in advance, so they want overlap. But they might complement each other when required. Or, for example, they could ask another question based on something someone else asked. Important things to consider when attending this type of interview are making sure you make eye contact with all interviewers on direct your speech towards all of them, not just one person. Make sure they're all engaged on pay attention to their body language. Don't let the power of many versus one stressed you or making nervous, stay calm and remain focused. I'm sure you've been in a conversation where many people are listening to what you're saying. This is one of those conversations, and they will analyze, but don't think about it. And finally, the group interview. This is an interview where you will be with other candidates through the interview process , and you might be speaking to one interview or many. And given that you are in a group, you can expect exercises where they will analyze your behavior interaction on leadership. At the same time, you will probably face direct or in direct competition from the other candidates in the room, so manage it carefully by not getting personal, not repeating what others have said and providing better answers than the rest. 9. Due Diligence: Step three due diligence. This has to do with doing your homework and also with the research you need to study for an interview. If you want to be successful, you need to invest time. If you want the effort to pay off, the more information you have about the company you're playing for and the people you are meaning, the better prepared you will be. You don't need to know everything. There is to know every single detail about them, but you should know the key facts. So let me guide you through what, Due diligence, ease do your diligence is research. So research about the company role and interviewers try together as much information as you can and take note or summarize key points. When was the company founded? How many products or services do they offer water wars? Have they won? Who are their customers? Where are they located? Which markets do they target? How many employees do they have? What do people think about them? What's their reputation? I know you might be asking yourself, Why do I need to know all of this information? Well, the answer is simple differentiation. Knowing facts about the company and role you're applying for will allow you to articulate answers than make you stand out from the crowd. It will allow you to impress your interviewers with facts that they might not even know themselves. And it will showcase that you are willing to go the extra, that you find the company under products or services interest and that you actually want to learn more about. And these connects to an important skill which employers value something that it's called intellectual curiosity on. By doing your due diligence, you're showcasing that behavior. Once you've done your research, established a key facts about the company and interviewer on Make an executive summary off those key facts for yourself. Plus, make sure to include keywords about the role and company in that summer. These chichi will help you in the next step of the scores, preparing for success now that we've established what due diligence sees as a concept on what you need to do, let's talk about what tools you can use. Use the full power of the Internet as your main research tool, go to the company website and specifically focus on the about US page breast releases. The team and any other relevant information you can find. After you've done that, gather more information about the company from sources such as Google and Wikipedia. Now keep in mind that if the company you're applying for is a small company, you might not find a lot of information, and they might not even appear in a place like Wikipedia. And that's OK. Make the best of what you have. If it's a medium or large company, you'll probably find a lot, and we'll need to prioritize and choose what to focus on. And here's a tip. Focus on statistics, key numbers or headings that stand out. You can also find more information about the company and interviewers through your network . If anyone you know has worked there and make sure to also check the job at itself, that generally contains key information about the position, which is vital information for the interview 10. Prepare for Success: step for Prepare for success. Let me start by saying that without even knowing it. You've already started with this step by taking the scores so good on you. Good job. These scores will make sure you're prepared to excel at their interviews. And you can also use all the information gathering the previous step due diligence. To prepare for your interview, make sure you go over your chichi it off key information about the company role at etcetera , and then you are able to talk about it. You don't need to memorize everything, but you should be able to talk about it with confidence. And keep in mind that you should know what you are going to talk about, What you would say and what you would emphasize or focus on part of preparing for success is making sure you have developed a sense of awareness about the type of questions an interviewer might ask you and how you would approach them. Believe me, if they put you on the spot with a hard question or something you've never prepared for, it will be uncomfortable and possibly even heart off course. I don't mean to say you can prepare for all the questions or all the possible scenarios, but you can certainly make sure you're prepared for the vast majority. For instance, have you heard of the concept elevator pitch? It basically relates to having an opportunity to say something. Sell something or conveying India in under 30 seconds or in a very short period of time, the time it would take an elevator to go from the top floor to the ground floor. So if you're in that situation, had a few seconds to say the most important things about yourself in just a few sentences, what will you say? This is actually something that happens in reality. In many interviews, they might ask you something like, Can you tell me a bit about yourself? So let me share some tapes about preparing for success. Like I said, by going through this course, you are already preparing for success, so make sure you finish it. I also recommend the following. Give your due diligence result a good read on as you're going through them. Write down questions you might face and how you would answer them. Some of those questions will be generic, but others will be strictly related to the specific role. Read the questions and answers to yourself and put yourself in their shoes. How do those answers sound? Are they something which would impress you? If not rewrite your answers? Keep them interesting, valuable and succinct. Make sure you plan ahead. Have a nice suit or dress ready the day before. Make sure you know where you're going and who you're meeting. Keep your mobile off or in silent mode, etcetera and finally stay positive. Fuel yourself with good energy on constructive thoughts. You can do it. If you've been called up for an interview, you've already made. It passed an initial screening, so you're part of a lucky few who get to the stage. There's already something about you that caught their attention, and they are already considering the possibility of hiring you. Confidence is an important factor for success 11. Challenge Yourself: Step five. Challenge yourself. If you put yourself out of your comfort tone and ask yourself the really hard questions, then you will be better prepared for an interview. It's about training, and it's about pushing yourself. Believe me, there will be times during an interview when you will be challenged, especially if you're applying for a good job. They will test you your experience, knowledge and capacity to manage a specific situation, team task or project. So if you've done this exercise before, you will be able to Dutch the bullet. If it comes to that, the most common symptom off being challenge is not knowing what to answer. If this happens to you during an interview, don't panic. Stay calm. Focus and ask them to repeat the question where you think again about the question and answer. Four. Ask them something about their question, so they took a bit more about it as you get ready to show them what your made off. So that's deep type into challenging yourself. It's always hard when they ask us the hard questions right, and even though you can't anticipate all of them, you should know what some of them are for example, a typical hard question is. What is your expected salary? If a this stage you're not aware of what the seller for the role is, then this is a trick question, since they are trying to sense whether your expectation matches what they are offering. Here's the catch. If you answer a number that's too low, they might discard you. Since it would seem out that you're willing to go for something below the market. And if you answer something too high, they might again discard you for being too expensive. No, if you answer a number within their planned ranged but below to the offer, they might just take you up on your answer and make an offer based on that. So what is the right answer? Well, it depends, But a way to manage this trick question would be to say that you know that the market value for someone with your experience is from extra y and that you're looking at something around $0 but are open to negotiation. See the difference? No. How about if they ask you to share a situation where you had a conflict with someone and how you managed it or to share a time where you have someone difficult to work with on your team and how you approach them. All of this complex and IRS and questions have a purpose for the interviewer they're trying to test on understand how you would behave in a particular context. They're trying to understand whether you're a right fit for the company role and culture. So get out of your comfort zone and think about the weird out of the blue questions or even the obvious but awkward questions. Challenge yourself before being challenged by an interviewer. Trust me, it helps. For example, let's imagine you're someone that had a hard time finding a job and was out of the market for many months. If they ask why you took so long to find a job, what would you say? How would you answer that? And how about why they should hire you and not someone else? It seems like a basic question, right? Even though that's what it seems in reality, this is actually a complex question to answer, and you should be ready for it. And please don't come up with generic answers to that, such as because your experience on a great track record. You're not the only one with experience in the market. So think about the keywords with this cuts before differentiation. What makes you stand out from the crowd? What makes you unique and valuable to them for that role? Identify your weaknesses but make them into positives. And by that I mean that you have identified that a particular weakness is an area for improvement on that you're working on it or have a plan to address it and have been able to learn from that area off improvement. And finally, challenge yourself by talking about challenges or difficult times, tasks or projects. Looking back on those experiences, what can you highlight about them? How did they make you a better person or a better professional showcase your capacity to reflect for improvement? All of this important points we've just discussed have been like a training session at the gym. It's a good workout before an interview 12. Practice, Practice, Practice: Step six. Practice, Practice, practice. If you reach this step, you already studied the basics and types of interviews. Did your due diligence prepared for success and challenge yourself? So what's next? What now? Yep, You got it right. It's time to put all of that into practice. And let's talk about what that means and how you can do it and rest assure that if you want toe, ever excel. Anything you need to practice and you need to practice as much as you can. The most important athletes on performance in the world practice, I'm they do it frequently and with a lot of discipline prior to any important event, even the rocks, air Suitt and even those with a lot of experience do it on with interviews. The same principle applies. If you practice, you will get better at it. You will improve over time, and you will make less mistakes. In the ideal scenario, you would replicate the interview environment as much as possible by asking someone close to you to interview you as an exercise. That way, you are simulating reality and actually have to talk to someone. Look at them etcetera. So if you have a husband, wife, boyfriend, girlfriend, parent or friend who can help you with this. That would be great. Make it easy for them to help you by giving them all the questions And, of course, let them know they can ask some of their own, if any, come to mind and make sure you demonstrate your appreciation by sharing a coffee or a meal with them afterwards. Now, if there's no one around on, you have to practice on your own. Do it. You can do it mentally or by speaking out loud, even though it might seem weird that first he'd actually helps use your due diligence summary or chichi it to practice and also the information you developed as part off challenging yourself. Now, in any recruitment process, you're likely to go through multiple interviews, not just one. So take advantage off your real interviews to practice and adjust you as you see fit. By reflecting on how the interview went, you might find useful to review your practice documentation and updated for improvement, and they also recommend practicing the day prior to any interview. That way you will have everything fresh in your mind and you will be better prepared the day of the interview. Don't practice anymore. You should be ready by then. And remember that day is an important day. But remain calm and focused. Don't overthink it. Don't stress and keep it simple. 13. Engage with The Audience: Step eight engage with the audience. At this stage, you've already learned that to be successful in an interview, you need to be a good presenter because you are presenting and selling yourself to an audience in this case, on interviewer or a group off interviewers. So keeping them engaged throughout the whole conversation is actually more important than you might think. I can't tell you how many times I've started to interview a person and wished the interview was over quickly because I wasn't engaged at all with them or what they were saying. It was an interesting, relevant or sometimes even related to the role. So let's talk about what engaging with the audience means for someone participating in a recruitment process and how you can accomplish this successfully engaging with the audience has to do with keeping the conversation focused and sharing relevant information. Keeping it interesting. Remember, an interview should feel like a conversation, an interesting one, one of those where people say or think. Tell me more about that. If you are already attending an interview, it means they believe you made the characteristics required for the role, but they are not sure they think you can do the job, but they are not sure you're there to prove you can. On that you would do a great job. And what a better way than by showcasing. You actually know what you're talking about, so keep it interesting and talk about how you have relevant experience related to the role . Provide specific examples on maybe even share some key facts. You know about the industry, where it's at and where it's going. Don't overdo it, of course. Keep it simple. Keep it interesting. And if you can sense they are engaged with something in particular, talk more about that or about something similar. You have to learn to adapt in real time. This is something that comes natural to performers, and even though I'm aware you're not a performer, you also have to develop this skill. You can do it on a lot of times. You do it without even noticing. When you're having a conversation with a friend or a partner, the same principle applies. You modify your behavior based on their behavior. If you're talking about something and they lose interest, well, change the subject or finish your point quickly. Don't waste their time on Don't waste your time and last but not least, putting practice what you've learned in all the previous steps. For example, we discussed in Step seven the art off selling yourself that establishing a connection with the audience was important off course it is, and it also keeps them engaged because in their mind they start thinking consciously or unconsciously, on the relation they have with you, how similar interest or a similar experience or a similar challenge. And if that's the case, they'll probably end up nodding to something you're saying. Great presenters on great leaders are great with engaging with the audience. People feel inspired by them. I want to hear more. This is really powerful not only in an interview, but even beyond that. It's a skill that has allowed me to address top management at different organisations in many occasions. 14. The Art of Selling - Part 1: the yard off. Selling this step is about understanding that in an interview You're selling yourself. You're a product, you're a brand, and the interviewer is a potential customer thinking whether to buy a product. You, yes, you. And here's the analogy. Your suitor dress, resume and experience are like a product label or the packaging on your skills and what you are as an individual and professional are the content the value, the better you market yourself, the better you are in the art of selling, the better chances you will have off getting the job. So let me walk you through the art of selling. Think about TV ads or a conversation with a great salesperson in a store. What do they have in common? They're compelling and persuasive, and that's important for you to in an interview. Plus, of course, you also have to demonstrate your knowledge on the subject, which subject Well, that depends on the job you're applying for, but as you can imagine, it relates directly to the role on your experience in that area. Would you hire someone to install something in your house if they didn't have any experience on that or if they couldn't really explain what they would do or what is involved in the job. Probably not right. Well, the same principle applies to you in an interview, and for that reason it is also essential that you develop trust with your interviewers. The more they feel they can trust you, the more likely you are to get the job. Developing trust in an interview, which lasts from a few minutes to a few hours, isn't easy. But it's possible. If you are compelling about your personal and professional story and provide facts, you will be able to develop trust. Keep in mind that to develop trust, you also need to know who you are talking to, and the same applies for yourself. Seems basic on, maybe even obvious. But I found that sometimes people go to an interview and don't really recall what they wrote on the rest of me or have trouble discussing their experience in detail, so they don't really know themselves well, or they weren't prepared. Either way, it's not the way to start an interview showcase. You can add value to the company by providing proof off your path experience, and by this I mean, get specific examples. Talk about your accomplishments on your role in the organization's growth and improvement, but you need to strike a good balance because it's not just about you or what you have to say. 15. The Art of Selling - Part 2: so listen carefully. This is crucial in sales and also in an interview. It will allow you to understand better. The interviewers there needs the company on the roll. Make sure your interviewer or interviewers feel they're having a conversation. Keep it a simple and this informal as possible that will make people feel more comfortable and play to your advantage after the interview. It would be great if they thought it was actually quite nice talking to that person. I enjoyed the conversation as you're listening to them, explain about the company or roll, ask you questions and or give you hints. You should be assessing what they are looking for and when you identified that, something they consider relevant relates to something you have done in the past. Talk about it, showcase your expertise. But at the end of the day, you don't have much time to sell yourself, so keep it short and simple and realize that a perception is worth 1000 words. It doesn't really matter whether you did something or not in a particular way. What really matters is whether the interviewer perceives you can handle the job, adapt to the culture and actually contribute. So think about this as you are preparing to put your best foot forward. And finally, let's talk about some additional tips related to the art of selling. And I emphasize art because this is not an exact science. It is not mathematical or completely objective. It has to do with personality, performance and delivery. People are more likely to relieve something if you're able to provide evidence and share specific examples. It's just in our human nature. We are used to numbers, statistics and evidence. So the more of those you provide, the more likely you are to sell what you can offer. Establishing a connection with your interviewers is also a key success factor in the selling process, and one way to achieve that is by agreeing with them on something. For example, they say that their companies a great place to work or that has made an important contribution to the community. I agree with them. I don't reemphasize that by saying that even though you haven't worked there, you have a great perception of the company from what you have read and researched, and that you've always heard great things about their products or services. again. This is just an example, but I think you got the idea. People tend to connect with people that agree with them on something. That's why people who are passionate about something tend to get together. No. If you're in an interview with multiple interviewers, pay attention to body language and respect for authority in order to identify the influencer in the room. This is the person that will make the group lean one way or the other. You can easily identify the influencer, since you will notice that when they say something or don't say something, the rest of the people in the room pay a lot of attention. Sometimes they might even look at them for a sign off approval or even ask a question as they're asking you. One on here is where the next point links in. If you are able to enchant the influencer, then that will move you further down the path off Actually getting the job. Remember that an interview. You have the unique opportunity off selling yourself on who you are as a professional and as a person. If you will bring value to the organization, then they will be highly motivated to offer you an opportunity. I'd also like to add that enchantment is the purest form of sales. Enchantment is all about changing people's hearts, minds and actions because you provide them a vision or a way to do things better. The difference between enchantment on simple sales is that with enchantment, you have the other person's best interests at heart, too. So when you get close to the end of the interview, make sure you showcase genuine curiosity for the role and the company and end on a high note. Ask them questions about the process, role and next temps and convey your interest. Plus, of course, thank them for the opportunity of meeting with them. Let them know the regardless over their decision. You enjoyed the conversation. These are just a couple of examples of how you can end on a high note 16. Feedback: Step nine Feedback. The last two steps of the process about being successful interviews have to do with two key activities that occur after an interview. The 1st 1 on the one will addressing this step has to do with feedback went to request it the different types that exist, how you can get it, why it's important and why you can use it as an ingredient for growth. So let's talk about the different types of feedback when we talk about the types of feedback you can get after an interview. Well, I would say there are mainly four types written in the form of an email or letter verbal, which could be face to face or through a phone call, hinted or indirect, which could be implicit in the form of body language or maybe even transmitted through 1/3 party such as a recruiter on the final one, which I like to call Mirror has to do with the feedback you give yourself after reflection . This one is probably one of the most important ones off course. The feedback we receive is not something we can use for a past interview, but it is certainly something we can use for a future one. He's a powerful catalyst for growth. I would also like to note that by covering the different types of feedback, we're also covering the first part of the how which answers the question a lot off you may have about how you can get feedback and keep in mind. This varies from company to company. Some organizations are very professional and will always provide feedback, while others won't make time for it. So give them some space to process the interview and get back to you and the thing about two weeks. You haven't heard anything back on. You consider their feedback valuable. Well, request it. You have nothing to lose. Don't close the door without knocking. Knock on way to see if they answer. If they do, I can assure you that you will learn something from the exercise. Sometimes people miss out on getting feedback because they don't want to go through the process of requesting it or because of insecurities, fears, etcetera. Don't let that be you. Don't let that stopping you from taking an important step towards a successful interview from experience. I've found that when you don't hear anything back butts in the professional short. A nice email. The generally respond. Believe me, sometimes people surprise you, and if they don't respond well, the only thing you lost was a couple of minutes, and there was a very small risk for a potential big game. So going back to the how and now talking about the second part of the how how you get feedback varies from case to case I'm from company to company. On occasions he will be the natural result off our equipment process. Sometimes it's someone actually taking the time to give you a call or send you an email or letter. But in the modern world, a lot of times is just about as we would call them in the tech world or on automatic reply , which with a pretty fine generic message. And like I said before, the other way of getting feedback is by actually requesting it. But you have to be careful off the timing and the way you requested. For instance, have you had an interview yesterday or at the beginning of the week, and then during the same week you request feedback well, that just reflects anxiety and intensity since you haven't given them the time to process the interview and take action, they might just be in the early stages of what, of course, on the other side of the equation after the interview and, of course, dealing with business as usual. Now let's talk about the last two types off feedback painted or indirect. It's something which they might not say explicitly, but that you could unfair from the conversation or email you received. I'll give you an example. You receive a letter stating that they found other candidates that have a better match with role. Well, you could unfair that after the interview they realized that their experience does not match their specific requirements or target profile. So this does not mean you did not perform willing to interview. It just means they found someone with a higher degree off alignment to the ideal profile, background or experience that they're looking for. No, give The letter, on the other hand, says something like, Other candidates perform better of the interview, then there, hinting of you that you didn't perform well and that could be the result off a variety of things which we will discuss in more detail in the next one final step. Finally, I do want to spend some time on the mirror. Feedback. As you already know, this relates to the feedback you can give yourself, and I'll tell you right now why this is so important. Whenever I come toe, I've gone out of an interview. I've known whether I did well or not. I might not know if I got the job, which is a different matter, but I know whether I felt comfortable with how it went and deep inside, if you think about it or reflect about it, we all know kind of like you know, when you're playing a sport, whether you play that your best, regardless of the score or whether you did well in a test after taking it. Even though you still haven't seen the result, it's a similar situation. And let me clarify why this doesn't necessarily equate to getting the job. Well, here's the thing you could have done well on someone else. Could have done well to, but they could be a better match for the company. Hands them getting the job. One exercise, which I recommend after an interview, is going through the 1st 8 steps in the scores and using them as a check check list. Was I prepared for success where the interviewers engaged? How did they react to my pitch and so on? These will give you, Ah, pretty good X ray off your performance and what to expect. Keep in mind that we could also receive or give ourselves poor feedback, bad feedback or what? I prefer to call destructive feedback, but we are the ones who decide what to do on how to react to the feedback we receive or give ourselves. So in the end, it's in your hands and in the final step step. Then you will learn how you can use feedback in a constructive way as a stepping stone. But before that, let's finish with some key points off why feedback is important. Feedback is really important, and for that reason it presents an interview and actually becomes part of the day to day job or even formal yearly corporate rituals. In an interview. It's pretty much the same. It allows for continuous improvement and serves as an ingredient that feels our growth. But it also enables us to quantify and assess our performance a lot of times. It will also give us another perspective different than our own and create the opportunity for us to reflect on things which we hadn't even considered. And last but certainly not least, elites are stores. Important path off closure and closure is important, since we need to turn the page, move on and start writing the next chapter off our lives. 17. Learn from your mistakes - Part 1: step, then learn from your mistakes. This final step, which also occurs after the interview, is crucial for us increasing our success rate in interviews. And yes, we all make mistakes. And we wouldn't be human if we didn't. But we need to learn from our mistakes. I make sure we don't repeat them over and over. For instance, I recall one time at an interview. We reach the end and they asked me if I had any questions and I said, No, I don't The second those words came out of my mouth. I knew it was a mistake. And of course I didn't get the job nor a chance for a second interview. But why was not asking questions at the end a mistake? Well, because asking questions at the end is a best practice on something people expect to. For instance, I should have asked what the next steps of the process, where or by when they were planning on making a decision or clarified more about the responsibilities of the role and so on. No, you're probably wondering how you identify your mistakes during an interview on. In the ideal scenario, we would have a camera recording your interview, you would watch the movie and easily identified all of your mistakes. But given that's not really how it works in the real world, we have to be practical about it. Reflect on the interview as a whole on the steps you've learned in discourse, and then answer the following questions. How did it go? How did I feel? Did the interview end in a high note where people engaged? Was I prepared? Was I caught off guard with something? Was there something I wasn't prepared to answer? Was there an unexpected question and so on? You get the idea. If there was something you had never been asked before on, you didn't answer it comfortably. Well, that was probably a mistake, and the interviewer probably felt your hesitation. So I did to your practice questions and materials. It will help you next time or in the next interview. Now, don't forget the previous step. Step nine Feedback. Use it as a source for identifying improvement opportunities. Once you've identified a mistake as yourself ask an important question. Why? Why did that happen? Why was a caught off guard make a simple matrix with one column The What? What was a mistake? A second column. The why? Why it happened on the third column, your action item. What you will do so it doesn't happen again. So let's recap about the process off learning from our mistakes. 18. Learn from your mistakes - Part 2: the process can be consolidated in three main things. First, identify and acknowledge what went wrong, then reflecting it and answer the why Why did it occur, where you nervous, not prepared? And then they find how the actions you will take so that you don't make the same mistake again in the example it provided before about me making them sake off, not asking questions at the end of an interview. Well, it's something that's never happened since. Now that I've learned from that mistake, I tend to prepare two or three specific questions for each interview, and to keep it simple. I also have a few generic in mind, just in case. An example of a generic one that will work regardless of the role or interview is what are the next steps of the process. So, as I've said before, many times throughout the course, learning from your mistakes doesn't need to be complex or time consuming. Keep it simple and practical. If you need to update your training material, take the time to do so. Or if it's just you making a mental note about something, well, do it. Make that mental note. Now there's some final things I like to cover about making mistakes. It's not the end of the world. If you make a mistake in an interview. Yes, let's be honest on direct. It might cost you the job, but that doesn't mean there won't be other interviews. The main thing is you remain positive and constructive with the process on yourself, and I would like to reiterate that all of us make me steaks and it's OK, but what's not okay is making its a mistake one time and then a second time. 19. Conclusion: conclusion you've made it to the end of the course. So, first of all, congratulations. If you follow these 10 steps for a successful interview, you will find positive outcomes, as I have throughout my professional career, in different roles, countries and regions. This is not rocket science, nor something mystical. It doesn't come from a book, either. It comes from real life experience on years of refining, a proven process or methodology, which ensures a successful interview. But I should note, this doesn't come solely from my personal experience. It also comes from my observation when living recruitment processes for interviewing candidates. So basically, from what I've observed and analyzed off others, I'd also like to point out that you need to think about the real world and how things actually work. For instance, do you really think you control all of the factors that are part of an interview? Are there external factors or situations which could affect it on its outcome? The answer is quite simple. Off course, not everything that bends on you or your preparation. Someone competing for the role might have some relation to someone already working there or like you. They could be really good, but their background more aligned with the required profile. Or the company could enter into a restructure or a merger in the middle of the recruitment process and then just put it on hold due to the situation. All of these has nothing to do with you nor your performance. Yet it could impact the outcome of the interview and the processes, asshole. So my point is not that I want you to focus or think too much about it, but that I would like you to develop a sense of consciousness off what's in your control on what's not on direct you towards focusing on what is. If you live a really good impression on the processes out on hold for a while, I can guarantee they will call you again. They will remain interested, or it could lead to a different opportunity for a similar role. With a different company. You never know. But if you give your best, you will be a piece on. Great things will come your way. Believe in yourself, remain confident and calm. Yet stay humble, never lose. Track off what really matters and work hard for what you want. If you prepare yourself and follow the stance steps, you will reach success in the goal off getting that new job. So again, congratulations on Thank you. Thank you for the opportunity. You have given me off sharing knowledge and experience. I've worked hard on the scores, and I will continue to release enhancements and improvements over time.