Transcripts
1. About this Class: Hi, welcome to Skillshare. My name is Emilia. I work in technology
and I love it. And over the next number
of videos in this class, we are going to be talking about interview tips for
you as a help desk, service desk person,
maybe you are already a service has helped this person or you're looking at
getting that job. Maybe you're at university, you are studying or
you've graduated or just looking for that next role, or we're gonna be covering over the next number of lessons. How to do well in
your interview, we're gonna be
covering a little bit of the essentials about what a service has helped
this person actually does. But then we'll, we'll
actually go into some questions and
some answers and some all-round good general tips for anybody going in
for an interview. Now what I recommend is over these next number of lessons, have a computer handy, have a note pad and paper, and take some notes
because you're going to be covering
a lot of stuff. And then we're gonna
be talking about behavioral and
technical questions, examples of some questions
that you may get an interview. So I recommend
that you listen to these questions and try
to answer them yourself. Obviously, they'd have your
CV updated, your resume, updated with all your
relevant skills in there. So you need to go and do that, make sure that that looks
really, really good. Also, go and look at the
position description, the ad for that job that
you are going to be looking for and make sure that you
tick all the boxes in there. And then out of that, we're going to go and create
some questions and answers. But you should know, as I helped us services person
and I want you to go and list some questions and answers yourself and see whether
you can answer them. Gonna be challenging
on some technologies. And I want to see how good you
are at those technologies. Can you actually answer
some of these questions? Because for you to be a good
candidate in an interview, you should be able
to answer some of these questions
quite confidently. And then ultimately when you
do go in for your interview, you need to be confident. You need to have the ability
to be able to answer the questions that
are needed of you. And ultimately
sometimes it's not necessarily about the answer, but it's around the process
for you to get that answer. Understanding your
thought process around how you got
to that answer. So take as many
notes as you can. Let us know in the project section of
this particular class, how are you going? Are the questions that
you're struggling with, other questions that
you need to know. Are there some technologies
that you should know? Why don't you let us
know, reach out to me, reach out to any other students that may be taking part in this class because we all can help each other learn better. And I hope that you do really, really well when you
are going in for you.
2. The Resume + Position Ad: So preparing for your
help, this analyst, your services analysts,
support analysts, interview. You need to know a lot
more about the role. What does a services help
this person actually do? What are their role
responsibilities? What are the skills that
you should be having to get comfortable
and be able to pass that interview and
then land that job will be focusing on that in the
next video specifically. But this one we're
gonna be covering a little bit about that, but also matching
it up to the PD, to the position description, to the job advert, to the actual ad that you are looking at or that
you are going to be looking at in future around exactly what a help desk services
person won't be needing. You go into a company's website, you'll go into a job
advert, a job website. You'll be enriched out. You're looking on LinkedIn, whatever that may be
there is now gonna be a list of skills
requirements for our help desk services
person to actually land that job and that
the actual resume, your job advert,
and your experience all match up as a help
desk services person. So whether you've now landed your interview or whether you
are now actively looking, making sure that your resume
is up to speed is one of the most important
things you can be doing if you've landed
an interview, great. That means that your resume, your CV has impressed that potential
company, that client, whoever it is that you are
going to be speaking to, making sure that
the items inside your resume do actually match
up to your actual skills. I want to make sure that
all the items in there are things that you actually know or things that
you've worked on. The companies are actual companies that
you've been working on. This may seem like a silly
task, but unfortunately, a lot of people like
to put a lot of stuff in their resume that isn't
completely accurate. You know, your skills, your experience,
what you've done, companies that you've
worked in previously, even if the role that
you're going for is a slightly different to what
you've previously done. Don't overindulging
or set your CV, make sure that the things
in there are accurate. The first section in
your CV, of course, should be a nice summary of you. A summary about what you
actually do, what you've done, what you're wanting to do, trying to cater to
that, of course, to the company and perhaps to the role that you are going for. You want to have a section
outlining your career summary. What is a summary of
all the things that you've done in your
career so far. What are the jobs
that you've had his way you list
the actual jobs, the name or the title that
you had, the company, how long you were
at that company, what are some of the key
achievements that you accomplished during your
time at that business. There'll be a section that then covers things such
as your education, that could include you going off to university,
Going off the tape, going off to get some
further education, some graduate diplomas
going and getting some certifications in your specific tech
would be really, really good to have in there. But at least
something that shows that not only just
done some work, but you're actually gone
and gotten qualified and spent the time and the effort. So you get qualified
in that technology. What are your top skills? What are the big things that you will bring to the business? And they could be tech things, which of course are gonna
be very, very important. But what about your soft skills? So things such as communication, you may be good at negotiating. You're good at
project management, you're good at planning, you're good at time management. All of those things. You want to maybe include
those in that section. And then of course,
the other areas are around your personal
information, your name, perhaps your
address, your contact number, your LinkedIn profile address, all that should
all be in your CV, but making sure
that the items on your CV do match up to
the position description. You want to make
sure that you can cater your resume to your
position description. That's something
that I find very helpful if you've gotten
yourself and add, you found an ad for that role. So even though you
originally may have a whole bunch of
information on there, if you can tweak
every resume a little bit to cover the
tech requirements, the skills requirements for the role that you're
applying for, that that's even better. Now the other thing that
you need to do is make sure that you know the role
that you are going for. Make sure that you
know it and that you are confident
that you can get it. The thing that you need
to be remembering right here is that the
things that are being asked of innate add in a job advert are the
wishlist for that company. It's very, very
hard that somebody will have every single
thing on there. Sometimes they will,
but that will probe that when you are talking
to them in the interview. But ultimately that ultimately
that is a wishlist. That is what they want
you to be having in the next 3612 months, e.g. but you of course,
don't want to go in with no experience
in those areas, try to at least have checking off some
of the boxes and having some of the skills
that they are asking you to have on that ad, make sure that you do have
those skills in there, that you do have
the qualifications that they're asking for, that even the soft skills
that we talked about, if it's asking for
somebody who's really good at time management, that you are actually
good at time management. But this is also your time
to get ready for that. If there are some specific
technologies that you haven't worked in before, why don't you go and
research some of that tech before going
in for the interview. If you've at least on some
research and you're very honest when you're speaking
to your panel and say, look, I have not actually
worked in this technology, but I've maybe played
around with it at home. I've got my own home lab or I've done some
research about it. And that's much better
than saying I've got no idea about that. Make sure that you know the
role and know the role well. Then the next video
where we talk about specifics of the role, making sure that your role, that what you're doing right
now or things that you've done in the past
that your skill set, your soft skills, all of that
do match up very closely, if possible, to the
position description into the ad that you are
actually applying for. And if you've got
an interview lined up and it's coming up fantastic for making
sure that you know, that role very well will be key.
3. Research the Company: I always recommend that
you research the company. You want to know
that the company is the right fit for you, that the company is going to hold the values that you hold. That the company
is going to have people that you work
with that you like. You're gonna be working
a lot with people. You're going to be
interacting with people. The company is going to
be providing a product, selling something, doing something for the
community, whatever it is. You like, what they do. Like if you, if you
love, love, love meat, and you love eating meat a lot, do you really want to
go and work for Peter? If you're a vegetarian, why would you go work in a
butcher shop providing IT? I don't know. But you know what I mean? Like you want to
have the values of the company be what the
values that you hold. Okay? So research, the
company made sure that the company is the
right fit for you. So where I start
here is firstly, look at the website. Okay, Now before you look at the web, so where
do you get started? Well, you've found the ad for the company that
you want to work for. So where do you start? Well, you've got
the ad you've got the job advert for the role. You know exactly
what the role is, what the role entails,
what you need to do. And it may actually have the name of the
company on there. You may have gone to the
actual company website and hire directly through there. Maybe you're getting
job adverts and to you, maybe you've done it through
a recruitment company. A recruiter has gone and
set it all up for you, e.g. you then to maybe have to
speak to the recruiter to actually find out the
name of the company. So once you know the
name of the company, go to their website, find the company's website, do a Google search, and search for that company, and research a little
bit about the company. What do they do? How long have they been around? What are the, what
are the main product? What is the main
thing that they sell? What is it that they
actually do and contribute? What is their main function
and purpose and vision? All of that stuff is
pretty essential. And look, researching
the company is important for two things. It's one that you actually feel that the company
is right fit for you, that you enjoy what they do, like what they do. So you'll feel like
you're a good fit there. Secondly, when you're
going for the interview, you know about the company,
you're gonna get asked. You're likely going
to get asked, well, what, what did
you read about us? Do you know what we do?
So the greatest thing you could do is when you're
preparing questions, when you're answering questions, is now that you know what
the company's doing, you're able to answer questions with the knowledge of what the company is doing. And that will impress the people who are interviewing
you because that will realize that
you took the time, you took the
initiative if you made the effort to actually
find out what they do, start with looking
at the company. Look as much as you
can about the company. If you're really wanting to get fancy and look at
the financials. Look at their financial reports, look at their budgets, look at their
end-of-year results, research a little bit
about the numbers around whether the company is being profitable, where the weather, if it's doing well, if it's
listed on the stock exchange, is it going this way? If the company is going this way and for the last
number of years, it's been going down. Start asking
yourself a question. Is this the right
place for me to work? Because the last
thing you wanna do is start at a company
that then goes, what are the big things
that they're doing? Have they released new things? They may have a
little news section. See what they've just done. You know, maybe they've
done some new projects out there that are
really, really exciting. Maybe they've
developed something new that could be really cool. Not just researching
their website, but go and check out what other people talk
about them about. So when you're doing a
Google search on their name, type in their name, the company name,
and typing news, and see whether they've
had some sort of impact or contributing something in the Industry, in the company. Maybe they've got any other people that they're
working with, something else that's
really helpful is when you're researching
the company, is if you're somebody who likes
to potentially in future, seek other opportunities
in this business. Maybe you want to move
into a different position, different area in the business. Maybe you want to move up
in the IT industry, e.g. are those opportunities available
to you at that company? Is there a senior role to your role in that business that you could
potentially one day have. What's the industry about? I mean, we've talked
about what they sell and everything like that and what
they may be do the product. But what is the
industry actually do? What is their main function? And with that, think
about the competitors. What did the competitors do? So e.g. you've got, let's say you're going
for a job at Microsoft. Great. You know what microsoft do and they're doing a
whole heap of stuff. But what about what
an Apple doing? What a Google doing, what a Amazon doing? So knowing a little bit about the competitors is
also pretty important, I think when you're researching
a specific company. So find out as much
information as you can. Figure out who the people are that you're gonna
be working with. Look into their CRO,
their directors, what they actually are doing, what they're contributing
in the business. Think about the stock. How are their shares
going to share markets? How their financial reports, what do they do? Whether they're doing well, whether they're doing something
that's exciting to you. Look at their
website and look at their social media
as their Facebook, are they posting on Twitter? All of that sort of stuff. Especially if these
things are gonna be very close to the role that
you are actually doing, research as much as you can
about the company itself. Something that I like to do is I like to
go onto LinkedIn. I will go on to
LinkedIn and I will do some research about the
company on LinkedIn, but more so the employees
of the company. So if you go into LinkedIn, I'm sure you've
already done this. If you don't have a
LinkedIn account, go and create yourself
a LinkedIn account. First, you saw some
connections in there, have a bit of a LinkedIn
social media presence, but then go and find that
company on LinkedIn. And you'll be able to see
all the people who have mark themselves as an employee
of that company. Then you can do a bit of
research into those employees. The people, the colleagues that people
that you're gonna be working closely with,
perhaps your manager. You've been given
a opportunity to go for an interview
and you know who the interview panel are. We can now go and
LinkedIn search them, go and find out a little
bit more about them. How long have they been
around with the business? What did they do previously
in the business? How they're being for the
business for a month, Have they been there
for ten years? Those sorts of things
will tell you a lot. Have a look at all
the employees, as many employees as you
can, maybe people very, very close to your, your role, what you're
actually going to be doing. Have they been in
business for a while? Is there gonna be a
little bit interesting if everybody that you're finding in LinkedIn have only
been there for like a few months, not years. You may start asking yourself, well, that's a bit interesting. Why are people appearing to not be with the business
for very long? There's questions
that may be asked. I mean, it may not be anything, it may just be that factor
that I've just been recruiting a whole
bunch of more people. But do your research
within LinkedIn. Again, for me personally, I love it when somebody has
searched for my LinkedIn, I've interviewed
several people who have taking the time
before they met me, before I interviewed them. That actually looked
me up on LinkedIn. And out of that,
they realized, Hey, Emilio does online education. Emilia has his own
YouTube channel, has got his own website,
those sorts of things. And they were able
to actually connect that and then watch some
of my content to go. Actually, I don't mind
working with this person, but then they brought that up in the interview and it showed me they took an interest in the person that's gonna
be working with them. So use LinkedIn, very,
very powerful tool. A lot of people will
list who they work with. You'll be able to do
a lot of research on the company and the company's
employees through there. Now you want to do a little
bit of investigative work, the dirty work here to find out whether the company is good to work with and good to work for by looking at
reviews of the company. This can be a little bit funny. You know how you go and
purchase a new product, you go and buy new cow. Actually let me rephrase. You're looking at
buying a new car. You want to go and
do some reviews on that car beforehand. You wanna go see
what people have to say about the car before
you go and buy it. Because if all the
reviews of that car, I really, really negative. You may have a problem. You can go to the car website. And the website looks beautiful. They've got beautiful
graphics that got videos. It looks really, really awesome. You go to the LinkedIn and you
can see all the employees. Great. But what are the customers saying that people who
are buying the product, do they like what
they're buying? So there's two things that I
like to do here is I want to know the company that I'm gonna go and work for potentially. What do customers
say about them? So if this company is selling a service, if
they're selling a product, if they're selling something
out to the market, and people don't like it. Uh, giving poor reviews, you need to know about
it because that may not be the best place you
want to go and work. Perfectly honest. You don't want to go
work at a company that people are talking badly about because you may be directly impacted
as a result of that. Yeah. So be aware of that. On the flip side, people could be saying
really, really great things. And you can see really positive reviews
about the company, about the products and the services that
they're offering. And that's great as well. And that's excellent because then you will be knowing
that you're going to accompany that is seen
favourably in the industry. So do your research. Google reviews are
the sorts of reviews, product reviews
to make sure that the company itself
is doing well, but also is, is being received well by people
who use their services. That's the first step. The second thing that I would do is go and see what employees who work or who have worked
at that company are saying. Now, I have been bitten
on this in the past where I was desperate
to find a job. So I just found whatever
job I could find, then find it was a
terrible place to work. The culture was terrible. Management, we're not very good. And I did not last very long
and I decided to leave. If I hadn't done my research and looked into the
company beforehand, then I could've avoided
that stress and that disappointment that
that that happened, the experience that I had there. So I recommend go and do your research on
the employees now, a great one here is
a company called, It's a website called Glassdoor. One of the good ones. But you can also
find other websites out there where employees go and talk about
the company Revit. There's a lot of pages on there of people that can talk
about that as well. So apart from glass, so
we can also use Reddit. There's a lot of good read
pages of people talking about specific companies and maybe employees can post
stuff on there. So use those too. I like glass doors personally. I use it all the time
and go in and sort of poke around and see what's
what people are talking about. But glasses is great
because you can see sometimes what a
current employee is saying about the business. What a management like, what the pay is like, what are the benefits like? And then also people
who have left the business will tell you
why they left the business, what the pay was
like, all of that, what the interview
process was like. All of this
information, extremely, extremely valuable to know what people are
saying customers, and also what the
employee is assigned. Because ultimately, you may become an employee
of that company.
4. Using the STAR Method: I like to follow what's
called the star method. Star is commonly used in a lot of different
places and it forms a good framework for you to follow when you are answering
specific questions. So what is star stands for? Situation, task,
action, and result. So follow those for when you
are responding to questions. Situational or what are
we talking about here? Think about scenarios
where you are in a specific location and
specific situation. A specific thing happened to
you in a specific location. It could be in a past company
that you've worked for, perhaps in your own study. What about dealing
with specific people, dealing a specific project that you may have
been involved with, a specific scenario
to essentially providing the context,
the situation. You're essentially
setting the scene for the next three items. Then we move into the task, what needed to be done and why. You're not talking about
the result just yet. You're just talking
about the task. In this situation, the
situation forms a foundation. The contexts we then move into the specific tasks
that you will perform. The action is what
you actually did. So you now know the situation, you now know the task
that was performed. What did you now actually do? What is the action
that you took? Was a good action, was it a bad action? What actually happened
if the task was e.g. something going wrong,
I system went offline or you had to deliver
something and it didn't happen or
it didn't happen. What are the steps? What are the actual
actions that you took to make that successful? Maybe something that went wrong, what actually went wrong, and what was the
action that was taken? And then finally the result,
what actually happened? So we've gone through
this full situation, the task, the action. And now what actually happened
was the result successful? Was the result a good
result wasn't a bad result, was the result of
the fact that you learned something out of it and that because that failed
the task failed, e.g. maybe the actions
that you took fail, then the result was actually
a learning experience. A good example was this was
something that would happen to me a long time ago, right? Deployed some patches on some production servers
in the middle of the day. So let's talk about each
of those four items. So in my case, I was
assistant administrator. I was working in a
large company and I was tasked to actually go
and deploy some patches. So my situation is that
always given the reins, I was given the keys to be able to go and patch something. The task was patching
these systems. I had a number of
different sorts of servers that I needed
to go and patch, make sure that they
had the latest updates to fix any forms of
vulnerabilities. What was the action will may actually using some technology. I was using a
technology called SCCM, which is a Microsoft suite of products to actually go
and manage environments, manage systems
including patching. So my tool was SCCM, and that was the tool that I
used to deploy the patches. Now of course, what happened
was that it didn't happen at the right time and it
impacted some things. So the result was
there was some outages that may actually going and
apologizing to my manager. We had this in essence
communications to our staff to let them know. Look, unfortunately,
we are going to be having a short outage. The systems were scheduled
to be done overnight. But unfortunately,
me I did I'm in the middle of the day which then resulted in those
service being offline. But yes, it was a big mistake. But as a result of that, I now learned what I did on now learned that
pressing that button did not actually schedule it, but in fact actually
deployed the patches. So there was a
learning exercise. It was a positive
learning exercise because then going forward, I understood there was an element of me
dropping the ball, failing, but picking
myself back up and learning from that
mistake so that it wouldn't happen again.
5. Prepping for Questions: This role of course,
is going to be somebody who's going
to be working very, very closely with people, with people on-site in a building that you
are working in. Maybe they're somewhere
else in another location, in a remote site doing some
remote trouble-shooting. But you're gonna be
dealing with people. So the people on the interview
panel could be technical, but also non-technical people. Maybe people in HR, people who are in
people and culture. Maybe your manager
or other sorts of managers or
directors as well. So you need to be
prepared to not only answer the technical
questions, alright, we're gonna be talking about
that as full video about some examples of some
technical questions. Things such as Active Directory, Windows, desktops and
things like that. But also what about behavioral,
behavioral questions? The whole point
of these sorts of questions are to really
see whether you're going to be a good fit for the company and how you
actually respond to specific scenarios based on your experience and maybe
the way that you work. A lot of these questions, I'm not gonna be technically
related specifically. They may be mixed in with
a technical question. So I may be asking you if I'm asking you a technical question, I'm going to say what
is Active Directory? And that could be an example
of a technical question. A behavioral question could be, tell me about a
time when you used Active Directory and
something went wrong. How did you respond and
how did you get it fixed? That could be an example of a behavioral question where it's not just telling me
about what I D is. But now you're going
to go and tell him better scenario that
you experienced a specific situation
and what you did to fix or resolve or
put that thing into place. So some examples of a standard behavioral
question could be, tell me about a time
when you failed. Tell me how you manage
multiple tasks at once. Somebody who's working
with help desk is gonna be dealing
with a lot of tickets. You can have a ticketing
system and you have to go and look through all of these tickets and
get them sorted. How do you prioritize your work? How do you know
which ones are more important than others? If something is high, medium, low, all of those
sorts of things. How do you deal under stress? It can be a little
bit stressful when something goes wrong
or you have a user that calls you and
he's a bit grumpy or he's not happy with
how you supported them. Or perhaps you don't know the
answer to their questions. How do you deal with
people like this? How do you deal with challenging,
with difficult people? He's a really interesting one. How do you deal with somebody
who is not technical? So you may be somebody who's
a little bit technical and then you have to
deal with somebody who is not technical at all. So how do you translate technical torque to
non-technical people? It's a very good skill to have. And as you grow in your career, you're going to deal
with this more and more. It's been able to translate
the IT tech talk to normal human talk so that they can actually understand
what you are talking about. What about a time when
you made a mistake? This is one that is going
to trip up some people, but think about scenarios. You have made a
mistake and how you actually resolve that mistake, what you learned from it. And then what are you gonna be doing so that he doesn't happen? Again, making a mistake is going to be completely
common in your career. And if you haven't made
any yet, you will. And that's fine because
you learn from that. And sometimes you have
to make the mistake to be able to learn from it and then get better at doing
your specific task. Okay, so these are examples of some behavioral questions
because you have to remember, yes, you might have some technical people
in the interview, but you may also
have people who are going to be your customers, the people that you're
going to be supporting from a day-to-day basis and
they are not technical. So they wanted to just know, how do you respond
to these situations? Because the reality is you're
working in technology. Technology is changing
very quickly, shift to be up to speed, up to date with everything
that's going on, you have to also be very good at managing lots of tickets. You're gonna be
dealing with people, frustrated people that want
you to do their job first. And you have to be very, very good at your job and very
good at customer service. So that is essentially
what the point and the purpose of your
behavior questions will be. Now one other thing that
could be happening in the background is that they
are grading your answers. If I have got pieces of paper or computer
in front of them, pen and paper, or
they're typing away. They possibly writing comments
around your responses, but also giving you a grade. And then at the end
of the interview, they give you an overall grading to see whether you are
successful or not. And the reality is
you may not be, you're probably not going to be the only candidate
going for this role. There's gonna be other people
going for the role as well, who are themselves going to be graded against their responses. The questions may be similar across the different
sorts of candidates. So typically what you may
find is a grading system of one through to 51
being the lowest, five being the highest. Now what could they
be grading here? Well, one is that somebody
answered very, very poorly. The answer to the
question was irrelevant. They didn't have knowledge
or had no understanding of what was being asked of them to either they
knew a little bit. They may be answered the
question but with very, very lack of knowledge. And I said, Look,
I just don't know, but maybe they responded
in a way that was still interesting
to hear the answer, but they didn't actually
know the complete answer. So it was a very little lack of understanding. Three, was it? I did. Okay. They did average. They knew a bit. They didn't know a lot,
but they just did. Okay. When it came to
answering the question, four is that they
had a good response. They understood the question, and they were able to articulate the answer well enough
and they will maybe straight to the point in
providing the response and maybe sometimes when a little
above that response. And then number
five is that yes, they answered the question, but I went a bit above and
beyond answering the question. If it was something to do around troubleshooting
something, IT related, that she
provided a very, very thorough explanation
above and beyond what you'd expect that maybe that particular candidate
would actually have. And maybe they provided a lot of advanced expertise that you wouldn't expect in
that specific role, maybe providing
additional information not relevant to the question, but that was valuable to
that question or valuable to the organization or to
the specifics of that role. So 12345 would be a standard grading
system and this will be used across behavioral and potentially
also technical questions. Now remembering when
you are talking about behavioral questions, a lot of this comes back to
you doing your own research. I've provided you
some of my examples, some of my recommendations
to prepare for that. You now go and think about every potential
scenario that could be asked of you using
that star method, being key and being the foundation to
answering those questions. As long as you have researched
the company, you know, the people who are going
to be working with and you know the organization,
what they do, know the role and know the role well, the position description, the actual page that
you've been provided, the role that's been advertised on the job advert website. Know it very, very well. Your answers should
be covering off the items that are outlined
in the actual payday. Now many interviews are
just going to start with a general question, asking, tell me a little bit about
yourself and this is your chance to talk about what
you have done previously, what you want to do. So talk a little bit about
your experience and what you can bring to the role and your
excitement about the role. Now if a lot of these
behavioral questions have been technically focused, or at least you'd
be able to provide enough technical answers. They may not ask you
specifically technical questions because you've already answered
them in the behavioral. But if they do, here
are some examples of some technical
questions that I would recommend for any help desk, service desk person, maybe even somebody who's moving
into a little bit of a support role to
get prepared for. And don't just make these
questions up if you don't know, say that you don't know, but also be willing to learn that specific tech
and what am I always good recommendations
is to go and practice some of these
things yourself. If you've never used
some of this tech, go and build your
own lab environment and try it yourself. I like to frame some of my questions around
specific topics. So the first big topic
that I'm gonna be talking about he is
Windows and of course, Microsoft Windows is the
primary operating system used by most organizations. There are other
operating systems, of course you've got
the Mac and Linux, but winners of course
is your biggest. So you want to understand
about Microsoft Windows, you want to understand
about Windows ten, Windows 11, other forms of
Windows operating systems. You may get asked a
little bit about service, but for this role, you are going to be
focused more around troubleshooting and helping
on Windows computers. So what is the difference
between a PC and a laptop? What is RAM? What is the CPU? What is a graphics card? What is a harddrive? Understand some of those basics. Active Directory is
another big topic. Everybody who works in help desk should know about
Active Directory, how it's used to manage
computers and users, how to reset accounts, how to create new accounts, how to remove accounts, how to use security
groups and grant people permissions
perhaps on a file server. A question I ask is, do you know what DNS is? Another one could be,
how does a computer on a network get an IP address? So the answers could
be, of course, a static IP or dynamic using
some sort of a DHCP service. So I may ask you a question
around how do you actually use AD to onboard
a new employee? So when a new person
starts in an organization, run me through your process on how you onboard a new person. And that could be a day. It could be also
using some Azure AD or Cloud services as well. Have you ever used the Cloud? How do you manage computers
and users in the Cloud? This is something that it
really will depend on, the role itself and the company. But a lot of companies are moving infrastructure
into the Cloud. So you might need
to now learn how to manage users on the Cloud, on Azure AD Cloud instance as opposed to the one
that is sitting on a computer at in the office e.g. do you know how to
set up a backup? Do you know the different
sorts of backups? Like do you know how
to backup a computer? If you had a backup some
data on a computer, what would you actually do? What about a switch? Do you know what a network
switch is used for? I may ask you to
tell me what sort of software you have
actually managed. If you've managed some
particular software, how do you install that software onto somebody's computer? Can you maybe talk to me about some common commands in a
Windows command prompt? If you open up a command prompt to do some form of
troubleshooting, what are some common
commands that you could use? And this may lead
into a question where I like to ask if you had two computers on a network that are trying to
access a file server, maybe to get some files off the file server and
it's not working. What is a sort of
troubleshooting that you would be doing to try to
get that resolved. Now the end result may be
that you need to escalate that or get somebody a bit
more senior to fix it. But I want to still understand
from you technically, what would you do
and whether that is running commands
like a ping command, the trace route command, checking the connection
on the computer Is the computer on the network
isn't on the Wi-Fi. Canada actually
see the map drive, the false have on the computer. Think about things
like that to be able to be answering those questions. Then just a few examples of
some technical questions. Because remembering that this
role is going to be very, very much customer-focused
is customer facing. So you're not gonna
be a technical guru. You need to understand
the basics around computers or inactive directory around software
management and performing some troubleshooting on PCs. As long as you've
got some of that. The key thing here is being a people person
working with people, being able to
communicate with people, making sure that people know that you are there to help them. And even though you may not have the answer will be
able to fix it. You will find somebody who will be able to find the answer.
6. Asking Questions of the Panel - Good Fit?: At the end of an interview, once you've been
asked questions, you now may have
an opportunity to ask questions of
the interviewers. This is the best time for you to make sure that the company
and that the people are, that the role is the
right fit for you. This is now your chance to ask any questions that
you've got, questions of. You've already gone and you've done the research
on the company, you've looked into the people
who are interviewing you, you may be done a bit of
research on LinkedIn, things of that nature to understand whether the
company feels right, but there may still
be questions, and this is the best time
to now ask the questions. Don't just throw this part away. The amount of times
that I've interviewed people were asked them. Do you have any
questions for me? And I said, No, I
don't actually want to know that they care about
the culture of the company. The company is doing well. What can they expect
from the role? What do I, as a manager
expect of them? Questions that are aimed in these areas is definitely
something that I'd recommend. This is the time for you to ask those questions and get
those questions answered. I'm breaking this into
three separate sections. One is questions about the role, specifically, about the role, you've got a position
description, you've gone to your
job advert site, you may be being given a
position description and you see exactly what the role entails. But now you've got questions
specifically about the role. You want to maybe no specifics. Maybe there was things in
there that didn't get covered. So you ask those
specific questions. The second area is questions
about the company. Have you done your own
research about the company? Great. Do you have questions? Should you want to know
questions about the company? Ask if the company
is being profitable, if it's doing well, what's the future
of the company? This is good time
to ask questions. If you're being
interviewed by the CEO, by somebody senior
in the organization, ask questions about the company. People in senior
positions like to know that you actually care
about the company. You're not coming in
just to do your job, but that you care about bringing a service to the
whole organization. And the third section is what I'm titling, the tricky stuff. This is the stuff
or you're maybe asking about the salary, perhaps the title that you're
not super confident about the title and what other
entitlements are available.
7. Asking Questions of the Panel - Role Specifics : So as you go in for your help
desk or services interview, you now want to
ask the question, what am I actually going to be doing on a day-to-day basis? What is my role look like
when I get into work too, when I finish up, what would you expect
me to be doing? What are the daily task
that you expect me to do? As a help desk person
may should already know most of the
skills that they already requiring because you've checked the PDR
and you're asking the questions or maybe
they're giving you a bit of a summary during the
interview already. But now you asked a
specific question about what am I actually
going to be doing. Also ask, how has this position becomes vacant if they've already
told you, great. But if I haven't asked, why is this job vacant, isn't a brand new opportunity, a brand new role in
the organization? Maybe they're
looking at expanding or is it because
somebody has just recently left the business and you are filling
in that spot. If they say that it's
a brand new role, be good to ask them. Well, why is it a
brand new role? Well, what was the
need for this row? If it's something that
you're replacing, feel free to ask them, Why did the person choose
to leave the organization? Many companies will obviously assess the performance
of employees. You might have an
annual review or a regular reviews and
you may have KPIs, key performance indicators, things that they're going
to be tracking against you. They're gonna give you a task at the start of the
year and to see how you perform that task over
the next 12 months, e.g. asking the question, how will
my performance be reviewed? What sort of feedback will you be giving me
during my performance? How do I know if I'm
doing a good job? If you don't already know, who am I going to
be reporting into? Who is my boss? What do they do in
the organization? Maybe what is the team size? How many other people am I
going to be working with reporting into this
one or many bosses? Where does that boss sit
in the organization? Are they someone that
at the very top, somebody who is more
mid-management? A question that a lot
of people don't ask, especially as people
who work in technology, is you want to try
to stay up to tick up to date with technology
as much as you can. So asking the questions around
what sort of training is available is some is something that is
very, very important. If you go into a
company and you're not developing your craft, you're not improving
in your skills. Tech is changing so quickly. You can get left behind. So it's good that yes,
you do your own research, your own study at home to make sure that you're
up-to-date with everything. But the company can
offer you training, then it's also even better. So as part of the discussion when you're talking
about salary, when you're talking
about your title, all of those things. It's also good to see whether they are offering
any training because the training costs may cost them a few thousand
dollars and that's great because that
actually adds, it's a benefit for the business, but also adds to your
personal skill set. Maybe you want to go
and get certified in a specific technology
that's even better. So see whether the
company is willing to pay for your training. So I like to then ask questions specifically around two
main areas that company, more general about the company, but also a little bit more personal about the individuals that are in your
interview panel. That could be a good one. So e.g. you're asking the interview panel
AT you're getting interviewed by your boss, by somebody, maybe a colleague, maybe somebody more senior, maybe somebody in HR,
people and culture. Why don't you ask them? Why do you like working here? Something that you could ask is, what is the culture
of this place? Do you enjoy working
here with people? What is the culture? What do people like doing? What do people talk about when they're around
the water cooler? Do people like going out for dinner for drinks
during the week? What does that look like? These are very good
team atmosphere because if you find out that
the culture is terrible, the job may be very good. But if the culture isn't very good and you might
have some trouble. So ask that question. If you've got somebody
senior in the business, somebody that can maybe
answer these questions, just ask the question is, well,
how is the company doing? How is the business doing? Is the business
being profitable? In other words, is a
business making money? Is the business
making more than he did last G is the basis growing? Is it shrinking? If you're seeing the signs? I mean, you've done your research already
when you're looking at market research
on the business. If you look at stocks,
if you look at shares and they're
going the wrong way, and then all of a
sudden the company goes bust or they're really struggling in there
to do some layoffs, and then you're in that mix. So make sure that you're
going to a place that he's doing well financially. So not a problem for you
to ask the question, how is the company
doing with that? Asking the question, where's the company going in
the next five years? If you've got
somebody saying yeah, there may be able to give
you an example of well, in the next one,
yeah, we want to be here in the next five years. We want to be here,
not just money-wise, but maybe they're going to
say we're looking at building another office in
this other location, or we're looking at
buying this business and growing and doubling
or tripling in size. Know about those sort of things specifically around the company. If you saw any questions
when you were doing your research
around the company, asked that at that point. We've talked about in an earlier video about
looking up reviews, LinkedIn, comments, news
reviews on glass doors, on Google in other places, if there are people saying
things about the company that are not so good,
ask that question. Hey, look, I saw a comment on glass doors apparent ex
employee who said this. Just wondering whether
you could expand on that. And I think most people who are going to
be interviewing somebody, I go into be genuinely interested why this person
is asking these questions, because they lose
this for me, right? I think that somebody asked me those questions
shows me firstly, they did their research, but secondly, that they care that they want to
make sure that they're finding a good fit
in an organization. So ask those tough questions
because you don't want to be finding things out once
you've started a business. And just because some
Glassdoor reviews, word positive doesn't
mean that the business isn't positive because it could just be
completely unrelated. It could be something
that that employee did and they left
on very bad terms. It could be somebody
that's not even part of the team that you're gonna be working in to ask those
questions at that point. Any questions for the company
that you're unsure about, ask them, then ask
questions about the CEO. How long has it been
running the business? Then you can get
a little bit more specific and start asking them questions maybe towards the
end of those questions, sections around the salary, around the title, around
you're working location, is traveled, going
to be available, or is it required travel? E.g. in technology, you might have multiple
different sites. You may be working in a
company that has a lot of different sites in
different areas in the state, in different states, overseas. And you may need to
go and travel to do something that
is tech related. So is that a requirement as
part of the role if they say, Hey, you're gonna be
traveling every single week. And that's not
achievable for you. It's good to know that. It's good to know that
you are required to do something before you start. If you're really big into travel and you like
to go and visit other sites and
meet new people and work with other texts
in different setups. Then if they say sorry, there's no trouble at all, you're not going to be
doing any sort of travel. That is also something
that you may consider when you are getting the okay. If you wanna go ahead
with that role or not, then you've got the title. Are you happy with the title? Just because the
position description listed a specific title, there's no reason
that you couldn't ask for a tweak of that title. So maybe just ask the question
or at least see whether there's opportunities for that
title to change in future. And that's also true
of your salary. You should now know
what the salary is. At least. You should know the band
that they're asking for or are they offering
as part of this role? So this is your chance
now to ask what, what are you
actually offering as part of that salary
now at the same time, sometimes that discussion
you want to have at the very end,
maybe next time. I think we talked about
that in another video that even once you've
been offered the role, then that's a good point
to talk about your salary. So I'm going to leave that. It's up to you where you want to talk about that
salary discussion. Generally, I recommend
leaving it till the end. It's almost like maybe a third, fourth interviewed and
the very, very end, once you are very confident
that you've got to job, or once they've actually
offered you the job, you then go and talk about the salary and see whether
there's any movement there. Maybe ask the question what the salary increases look like? Am I likely to get
a salary increase in the next 612 months? Why do you give
salary increases? Why wouldn't you give
salary increases?
8. Interview Day - In Person or Over Video: Just be aware if the
interview is going to be in person or on video. A lot of the stuff that we talked about in
the previous video about coming prepared
might not be relevant. If you're gonna be
doing a video call, is going to be doing a video
call and you don't need to smell good necessarily, but at least look presentable
if it's on video. So be aware of what sort of
interview it's going to be. Be aware if it's gonna be
in video or in person. If it's in-video, make sure that you are still early if the skip the interview starts at
09:00, still be available. Perhaps login to your Teams
or Zoom or whatever sort of conference is being
used a few minutes early. If it's on video, make sure that you've tested
that connection. You may have been sent
an invitation over email earlier, go and check it, make sure that you've
got the right software installed on your computer, the amount of time
that it's happened, that somebody thinks that
the interview is being done over Microsoft Teams. And then they go and click on the link and it
opens up zoom and it needs you to go and
install it and set up an account and
all this stuff. Prepare for all of
this beforehand. Make sure that you
know the interview, make sure that you're
aware of the time sometime the time
zone can mess you up, so make sure that
you're dialing in, in the correct time zone. If you're doing
this on a laptop, perhaps you don't have power. Make sure that your laptop
has enough battery power. Make sure that you've got a
reliable Internet connection. Super essential. Boy, it's not good if
your internet is choppy. If your internet is choppy, then the video is
gonna be choppy on the other persons and
the audio may be choppy. You could have dropouts
and that does not look very good for the people
who are interviewing you. So be ready to go, dialed in to your
call ahead of time. If it's in-person, get
there ahead of time. Check the traffic,
check the weather. Is everything going to be okay? Are you commuting by car? Are you walking? Are you taking public transport? Make sure that you
know how to get there. Look up the address beforehand. If it's in a building, how do you get
into the building? Do you need to perhaps a
register at a front desk? You have to register. You even I even allowed
to go up to the floor. Does somebody have
to dial you in or come down to meet
your reception? Whatever that may be, make sure you know where to go. Perhaps you have to travel
a little bit of a distance, perhaps they're flying you over. That may be quiet interesting
if that's happening. So a lot of stuff
needs to be prepared. Their flights
accommodation perhaps. Right. But come early early. If your interviews at 09:00, I recommend be there at
least half an hour early. At the minimum, be there
half an hour early, not necessarily going
to the reception and telling them that you
are there half an hour early that be in the vicinity of the location at least
half an hour early. Plan for that. And then when your time comes, make sure that you're there. I recommend 105 to 10 min
before the interview starts. Don't come half
an arrow and say, Hey, I'm here, ready to go. There's a bit of a sign
of desperation there. I personally don't like that. But never, ever, ever. If it's video, if
it's in-person, be light, do not be late. Do not be like the, the first impression
is so important. So do not be late
if you are going to be dialing or in-person.
9. Interview Day - How Many Rounds: Some companies may only
require one round. They may ask you a lot of questions in that
one interview and gauge as much
information from you as possible there that I
need a second round. But it's very common
that there'll be two rounds or three
rounds or more. So be prepared for that. Don't think that there's not gonna be more than one round. The other thing you've
got to consider is that the people who are going
to be interviewing you, maybe from different
areas of the business. It's going to be common that you'll have somebody,
perhaps from HR, from human resources,
from people and culture that may be in
the interview panel. If it's a first-round interview, that first run interview
may just be a HR person talking to you to see
if you're going to be a good cultural fit
for the organization. That you had the
essential skills and the good cultural fit to make sure that
you are going to be able to work well with
people that you got the right attitude
before you even start talking about
anything specific to the role and maybe the more of the technical skills
of that role. So just be prepared for
either the first round, maybe just very,
very high level. The next round could be actually with the
person you're going to be reporting
into, your manager. The manager who's
gonna be giving you the day-to-day tasks. The perhaps a director that is gonna be signing
off the contractor, say yet we want to hire
this particular person. So be prepared for more than one round for
different sorts of people. Sometimes it may be common
for you to even perhaps meet a senior director, a
C-level executive, like a Chief Operating Officer or even the chief
executive officer, the CEO or the CEO or other
chiefs in a business, if that is the role or the people that you're
gonna be reporting into. But sometimes meeting the CEO is a good sign because
you've already gone through the earlier rounds. Now the CEO almost gives you their final tick of approval. But of course, know
your interview panel, know who's gonna be
interviewing you. And when you're
asking the questions, be aware of what they do. We've talked a little
bit about research and their company
researching the people. Now that you know who's gonna
be on that interview panel. Now that you know,
perhaps how many rounds, if it's around one, round two, round three, know the people, and then do a bit of
research on those people. Look up their LinkedIn, know what they have done, know what their skills are, the role in the business. And then perhaps you can impress them because you've
researched them a little bit, you know what they do, their role within the business. So whether if it's a
one round, two, round, three rounds or longer, come prepared for that. Come prepared with a lot of
different sorts of questions. It's also common sometimes in certain organizations to have a full day interview when you go in and you have
five interviews in one day with different key
people in the organization. Don't repeat yourself
over and over. If it's gonna be
more than one round. And you have to ask questions, ask different sorts
of questions. They're questions
that may be aimed at. You may also be different. Sometimes there may be similar, but you need to answer those
questions differently. So when you're preparing
your answers are examples of what you want
to be talking about. Have different
sorts of examples. Have more than one
example, if you can, because your panel of people
may be slightly different. Because this is going
to be some sort of a technical interview. Also have questions
and answers prepared that a technical
and non-technical, depending on the role, you may need to be talking
to people who are technical. You may be talking to people
who are not technical. So somebody who's
gonna be doing really, really well is
going to be able to answer questions based on technical and
non-technical amino what a cross between those two, that one entity may
have gone excellently. You may get some great feedback, but don't be
surprised if there's another interview following
on from that one.
10. Interview Day - What to Bring & Meeting the Panel: What to bring to the interview? Bring a pen, notepad brings some printed material
if you needed to print or come prepared with
certain information. I like to bring my own notes, bring things that
are written down. Examples, good
examples that I can use that will support
the evidence, support my skill set when I'm actually
interviewing these people. And of course, this is going to depend on whether if it's gonna be in person or over video. But being prepared,
at least having stuff ready to go with
you for that interview. Some interviews may actually
be okay for you to bring a laptop to have your
notes in that laptop form. Now, on that on a notepad, I always bring a notepad, even if I'm not going to use it, I always bring a notepad
with some nodes, but also to take notes. If I'm watching somebody being interviewed and they
are taking notes, as I'm saying things. I liked, that I love
somebody who is interested in what I'm saying and he's
actively taking notes. Now another little thing is
sometimes I will do this on purpose because if there is
two rounds of an interview, I way I will say something to them or ask them a
specific question. They take notes and then
I may repeat the question again the next time and see whether their
answers are accurate. So if you're interviewing,
take some notes, review those notes because
they may reference some of those comments that were discussed your first
or previous rounds, and then you go and meet
your interview panel. If it's online, if
it's in person, you want to say hello. You want to greet
them with a handshake if it's in-person. Thank you so much for giving me the opportunity to be able
to interview with you today. If there's multiple people, you're going to repeat
that for each of them. Thank you so much. Be very, very friendly towards them. Keep it light, keep it friendly, keep it casual at the very
start before we get into the nitty-gritty of the
actual interview itself, a friendly hello, show. These people who are
going to be interviewing, these people that are potentially
going to hire you for the role that you
are a human being, that you have emotions, that you are fun, that you are exciting, that you've got a good
attitude, that you're bubbly. Show them that you are interested in this
role and that you are thankful for them
taking time out of their day to
interview for you. Very, very important for you to make that first impression. Never underestimate
the first impression that you give to somebody
who's interviewing you. So of course depends on the sort of intermediate
you're gonna be doing online in-person. Whether if it's multiple rounds, keeping calm, keeping relaxed, keeping eye contact with
the people who you're gonna be interviewing with is very important throughout
the interview process. Sure that you are interested,
you are attentive, you are listening
to what people are asking you for free
to review notes. If you did bring notes with
you to reference examples, feel free to be honest. This is one thing that
is so overlooked is honesty is if you don't know
the answer to a question, don't make it up. Don't think, don't
procrastinate and believe that you have the answer because you're
trying to impress them. If you don't know the
answer, tell them. And I would almost say if you don't have the
answer saying look, I don't know the answer to that, but I'd really love to
know a little bit more. I'm happy to do more
research about it. Never say, I don't know
and just leave it at that. But be honest, when you are
answering your questions depends on how many
questions and whether the question is going
to be behavioral, where they're going
to be technical. Answer as honestly as you can, giving enough information
short and to the point, provide good examples
that show that you have encountered
those scenarios before. And then when it comes to
you asking the questions, don't ask a whole lot. You've now gauged however
long the interview was with. If it was a 45-minute
and one-hour, perhaps a longer interview, you maybe already
have had some of your questions and
center at that process. So now Keita, the questions
we're going to ask to what has not been answered to ending strong as they be
super, super important. As I said before, feel free to ask them
what are the next steps. I generally wouldn't
ask them about money. I wouldn't ask them about
things like the financial. I wouldn't ask them
where's the office? I wouldn't ask them those
questions just yet. I would ask all those questions. After you've got the job. Once you've been
offered the role, once, you know that you have
got that job in the bag, then you can start
the negotiating and asking them all of
those tricky questions. Don't ask that in the interview unless it specifically comes up. Sometimes they may ask you, what are you expecting to
get paid for this role? How many hours a planning
on working them. I actually ask you those
things and if they do, great, you can answer those. But unless they come up, I'd recommend avoiding that and leaving that
for the next time. And then once the
question is that done? You thank the panel. You thank the panel
for the time. You appreciate the time. You're really excited. Show that you are excited
for the opportunity. That you're excited if the opportunity is successful and you're able
to get this role, be human, be yourself, just be really, really positive at the end of that interview. If they're in-person, give
them a good handshake. Thank you for your time
If they're on video. Thank you for your time. Have a great rest of the day, the rest of the week, great weekend if it's
done on a Friday. And really, really strong. Asked them when do you expect
to hear back from them? Or say, I'm really
hoping that I hear back from you with some
positive information. Thank you very much. All the best. Something like that will be
great. You'll end strong. You want to make a good
lasting impression right at the very end. And then after the
interview is finished, you can have a sigh of relief. You can go for a walk
and go have a shower. You can just get your
mind off the thing. And then after the
interview process begins.
11. Post Interview - What's Next: After they've called you back, you will get some news. You will get good news. You may not get good news. We talked in the
last video that you may get some news
that says, Great, You've got the job, or we'd like to talk to you
again, which is great. That means that they
did like you and you pass that first round and
you're now going into a second round and you
may have to do that again and go into a third round. But then eventually out of that, they may come back and say, You've got the job, we're really lucky we'd like
to offer you something. Or then you might have the unfortunate It's happened to me, happened to a lot of people. Unfortunately, you went up the right fit for this position. And look, if you
do get that news, it's very unfortunate
that does happen. But the reality is
there's gonna be a lot of people going
for a specific job. And you just may not
be the right fit at that particular time, but often they will
give you feedback, let you know that
maybe there are other opportunities out there, but don't lose heart
because of that. It just means that you will
not successful in that job. And all you need is
to be successful in one job to get that job. So use this as a good learning exercise if
you didn't get that one job because everything that you
did is going to give you practice for that next interview that you're going to go and get. But I would still use the
opportunity if you do not get good news is to ask
them, How did I do? Okay. Is it okay if you provide
me any feedback on how are when I'd love to know why
you did not select me, why selected somebody else more than happy for you to
ask those questions. I actually like that
because then it shows me that this person was
genuine, was interested. And it puts the back
of my mind that this person may actually be
a good fit down the track. So do ask those questions. Now, if you were
successful, That's great. Congratulations. You've got yourself the job. You've got yourself
something verbal, something somewhat somebody's
called you and said, yes, we'd like to hire you. And then from there starts
the more formal process. And that's what we're
going to lead into the next couple of
videos where we now start talking about
what happens from here. Now that offering you a
position may just be, we'd like to offer
you this position. This is the title. This is how much
you're going to get paid and we want you
to start on this date, and that may be fine. And you may not actually have the flexibility to be able
to move around with that. But I recommend
to negotiate with that as much as possible right
then and there if you can. Ultimately, they liked you. You got the job. That means that you
could maybe play around a little
bit with that and asked for a little
bit more money. Maybe have a tweak
of your title. Maybe if there was something in the position description you
wanted to add or remove, that's the best time to do it. The reality is if we're
completely honest, if we're talking about tidal changes, job
description changes, even asking for a salary
increase once you're in a job is a lot harder to do
than right at the very start. Once you've got a job, they've committed
to that salary, perhaps for a twelv month
in a budget is a budget. They've got salaries in place
for all their employees. And they may only
allow you to do small increases every year. Very small unless
you're a superstar, unless you're a
complete standout, you may not get a
significant salary increase. So the best time to ask
for the right amount of money is at that point.
12. Post Interview - The Follow Up: It's now time for you. I recommend to do a
bit of a follow-up. Now, it really depends
on the company, it really depends
on the individual. It depends on whether HR, people and culture I going
to be contacting you. It really depends on maybe the manager that interviewed
you is going to be contacting you to provide
their feedback of you. They're going to provide
you either good feedback or maybe not so good feedback,
good feedback, pain. You did a really,
really great job. We'd like to offer you the job. They could also say you've
done a really good job. We'd like to bring you in
for another interview. Could also say, unfortunately you are unsuccessful this time, but we'd love to keep
you on the books. And if there's
another opportunity, we'd love to talk to you, then there's sort of the three scenarios
that you'll find. And those are the scenarios
where somebody from the company that you've
recruited with or recruited up, perhaps you've gone
recruiting through, is providing you feedback. But if you don't hear
from them straightaway, it's generally good courtesy
for you to follow them up. So what I like to do is once
I finished an interview, I will send that
interviewer panel or an interviewee or
the main contact, an email at the end
of my interview, perhaps a few hours after the interview has concluded,
letting them know. Thank you so much for
the opportunity I really loved meeting with you. Mentioned the people by name, mentioned what you liked
about the interview. Talk up the company
that you loved, the company you loved what
the company stands for. You're really excited
about the opportunity for this role and that you'd
love to hear back from them, their feedback and what
the next steps up. So follow it up with an email within a few hours is generally
what I would recommend. I think that's a
good, good thing. Unless I follow-up
session, not a follow-up. It's just more of a courtesy
email saying, Thank you. That's the first step. Then perhaps you could
wait a day or a couple of days and then send them
another follow-up email, perhaps even call them and
see how things are going. Ask them all look,
I'm just wondering I had an interview a few days ago, just wondering whether you'd
had any further feedback, if there's anything else
that I can do to help. I'm very eager and
really enjoyed my time, meaning x, y, z. These people, I loved
the company and really, really would love an
opportunity to work there. Is there any feedback
that you can provide me? These are the sorts of
things that you could do if you don't hear back. So remembering
sending them a note as a thank you at
the very start, and then just waiting and seeing whether they can
respond back to you. And then you could
potentially follow them up with a phone call or
a follow-up e-mail. It is very, very common that the people who are
gonna be involved in an interview panel are
interviewing other people. That's something that
you have to be aware of. It's very unlikely
that you'll be the only person that
they're interviewing. That's the reality of the thing. And of course, if
you're watching this, it's because you want to
be that standout person. You want to be that person
that is above the rest. A lot of other candidates
may not actually follow up. So that's what you already
are at an advantage because they see that you are eager
and interested in the role. So just be aware that because other candidates may be getting interviewed because of other business as
usual activities, these people in the panel perhaps is an internal
approval process. They're busy, they've got
other things to do as well. I've got a normal job. They day job may not
be just recruiting. They've got other
things I need to do. So there could be some time before you actually
hear back from them. And sometimes I've seen it, I've done it myself when I've
been interviewing people, you might not be
able to get back to somebody for a week or
even a couple of weeks. It's not the best. I know sometimes to have
to wait for that long, but sometimes that may happen. So just be patient. Do your due diligence
by following them up. Don't be over the top
and be too pushy. Send them multiple limos, don't call them up every few
days begging for the job. That is almost your
ticket to say, Man, this guy, this girl
is just too much. I can't handle somebody who is just so desperate for something. So don't do that either. Be very grateful, be very graceful with how you're
communicating with them. Polite, courteous, just saying, Look, I'd love to
have a feedback. Provide, how have you
provide me some feedback? But don't come across
as somebody who is very desperate for
that opportunity. Either just be patient and just see how
you go from there.
13. Job Offer - Pay Talk: By this stage, I hope that
you've done your research. You know how much
the IT industry is paying for this role. Now of course, it
really depends on the specifics of the role. The company, how big or
small the companies, smaller companies may not pay as much as bigger companies. Roles that are a lot
more complex than in other roles in other companies may pay slightly differently. So just be aware of that. But know your worth. Once you've researched
the company, do a bit of research
on some websites. One that I like to use
a lot is glass door, where you can actually see
the salaries of people. There are other job
advert boards out there. We can actually search for what does this role pay in
this particular country, depending on what country
you are looking in there, you'll be able to get
summaries on essentially how much their role is paying, what the average
is of that role. So just be aware of that,
have those numbers in place. Now when you applied
for the role, you may or may not have
known the salary or what was being paid for this
particular role. You may have known that great. You may have may have come
up during the interview. If you're talking
to a recruiter, it may have come
up there as well. But there's no harm in asking for a little bit more
because you've got the job. The job is in the bag. It's so rare that
somebody will let you go over a few
thousand dollars more. The reality is, if
you impress them, which clearly date if
you've been given a job, you can negotiate there and
ask for that little bit more. They can say one of two things and I'm just showing
you what the answer is. I'll either say no, sorry, we can't we can only
offer you this much. Or they'll say, Sure. Yes, we can. All I mentioned essentially, no, we can't do maybe
it's three options. You can We can't
give you that much, but maybe we can give you this much and it may
just be a little bit higher than what the role
was originally asking for. So be aware of that. Know your worth, know
what this role gets paid. You can also go to certain
recruitment websites and download maybe a
PDF of a salary guide. And you may give you
some percentages around 50% of people
get paid this much. The other 50 per cent
get paid this much. So you know where your band is.
14. Job Offer - Role Specifics: The role is yours. You now ask for specific things to make sure that it's
the best role for you. Cater this job for you. Because once you've got the
job and you're in the job, It's a little bit more
difficult to change things once it's all been
written down and it's all signed and it's all formal. So try to ask for these
specifics upfront. So apart from salary, Have a think of any
other benefits, any other perks that this company that this role
may be able to offer you. A lot of the time may just be, this is the position
description. This is the salary and
this is the start date. Turn up on this date
at 09:00. That's fine. And that may be all
that's available to you and that's fine because
you've got the job. That's great. Before that, you
may not have had a job or you had a different
job they didn't like. Look at the position
description again, make sure that it
fits well with you. If there are things
you want to add, things that you want to tweak. Ask you about that right now. Thinking about the title, Are you happy with the job description title
that you've been given? Does it fit does it take every
single box that you want? Does it ask to see
whether you could tweak the title
slightly at that time. What about any other
benefits, any other perks? So we've talked about salary. Well, it's very common
in technology to maybe be provided a laptop. Do they give you a laptop? Do they provide you
a mobile phone? Do they provide you a tablet, like an iPad or something? If they don't, why
don't you ask? Maybe I didn't give you a phone, but they allow you to have
a reimbursement of a phone. They just pay some
of your phone back. Ask these extra perks. Do you have any other
forms of allowances? Do you have extra time off? Could you ask for
extra time off? What about your start
and finishing times? Are they flexible with
the time that you start, the time that you finish? If you interviewed remotely, maybe the job is already
a bit of a hybrid job. Working from home,
working remotely, working in the office,
working from anywhere. Talk about that now. Maybe put into practice. I mean, this whole
pandemic thing changed a lot of
things with a lot of tech working remotely
a lot of the time now. Talk about that now. Maybe say Look, I want to
work three days from home, two days from the office. Talk about that now I'll
try to formalize that. A lot of that you can negotiate a little bit
once you have started, but try to get all those
specifics sorted out. Now, think about anything else
that you may have missed, any other perks that
you may want to travel. It's very common
in technology that you have to move from a site, from one site to another. Pepsi go visit
clients and indigo provide support to
different sorts of areas. Well, if you need to do that, do they pay for your travel? Do they pay for your card? They pay for your mileage. You have to travel to other sites, interstate
or internationally. Are they going to be
covering all of this? Is the company listed
on the stock exchange. You get benefits around shares. Do they do Bitcoin
staff who knows There's so many things out there
that you can talk about. But try to put all
of that as part of your package before you
actually sign on the line. Because what will
happen is more than likely that'll give you a contract or an
agreement that says, this is what we
want to give you. You can read through it
and if there are things in there that you want
to tweak slightly, ask them to add it in
writing into this document, and that is what you sign because that's what
you sign your name, committing to that for perhaps
another six to 12 months. So again, all that stuff
sorted at that time.
15. Resigning Your Job + Leaving Well: So have you got the job? If you do. Congratulations,
great news. You now have to do the sometimes difficult
and awkward leaving and resigning your current job. Now you may not even
be in a job right now. So these sections may not
necessarily be relevant, but you are probably
going to get reference check against previous roles that
you may have had. But if you are actually
part of a current job, it's now time for you to leave. Well, my recommendation is to
always leave on good terms. Do not just resign and leave
and say, You know what, I don't really care
about this company more, I've got a new job
and he just leave a trail of dead
bodies behind you. You don't assess, you
don't do any sort of handover either and help them at all with your replacement and
he just get up and leave. They're really depends
on the company as well. But most of the time when
you do have to resign, you may have to
give some notice. Commonly it could be
for six weeks, e.g. you have to say, I'm residing on this date and on this
day in the next month, I'm gonna be commencing
at a new job, but always leave on good terms because you never know who
you will run into in future. Technology. Yes,
it's a big industry, but it's also a
small industry and there's only so
many tech people. So you may actually run into
some of your previous now. You are now previous
colleagues in a future job. What if your boss, you may run into them
in a future job? You always want to
leave on good terms. You want to leave strongly. You want your company to be
able to speak highly of you, right to the very end. The worst thing you
can do is you've been a great employee and
you've been kicking goals, and everybody is really
happy with it and you've been delivering really
good efforts, e.g. and then right at the end, you just have this I just cannot be bothered anymore attitude. And he dropped the ball, you stop doing work, you start taking a
lot of time off. You're pretending to be sick, you're taking some
leave here or there, and you just do not help your
business at all with this, I'm sure could be difficult
decision or good be a difficult outcome for your business because
of you moving on. Always finish strong. Leave on good terms because you never know what
the future holds. We are going to be
talking a little bit in the next few videos
around how to resign, talking to the key people, seeking references and
seeking references. A K12, you leaving, well, do you want to
get a good reference? You should get a good
reference because you'll be using that reference potentially not at the job that
you've just landed, but maybe in a future job
when you're going for a job 2345 years down the track, you want to go and use references
from your current job. So you want to make
sure that they speak highly of you so
that you can get a good reference for that
next job to live well, leave strong, doing the best job for your current employer, and then move on to the next row when all of that is sorted. So now knowing that you
want to leave, well, you now have that
task of informing one or more people
or departments in your organization of your
intentions to move on. Your first point of contact
should probably be your boss. Your current manager should
be told that you are planning to leave either
in-person, give them a call. If you're not in-person. Don't send them an SMS, don't send them an e-mail. Ideally, give them a call, do the respectful thing, and speak to them on the phone. Hey, so and so just letting
you know that I have gotten a really great opportunity at this new company and I am going to tendering my resignation. And then as a result of that, you then provide
them a letter of resignation could be in a
written form in an e-mail. You may be able to write
it in a Word document printed out and give it to
them in person as well. But it always have the
two conversations. One in a verbal form, speaking to your boss, speaking to your manager, and two, in a written form, given them that written
resignation notice that is for your manager e Then probably have
to then inform your HR or your people
and culture directors, managers, whatever
those sorts of teams, to let them know that
they can start the ball rolling on
their side the same time resigning and telling just your boss may be sufficient because your boss
will then go and tell HR and people and culture. But remember about living
well, living on good terms. So when you are redesigning, be respectful, be courteous. I would even say if you've
had a great time at your current job and your
jaws been able to give you good opportunities
and help you out. Let them know that,
let them know. Look, it's, it's really it's a really great opportunity
that I've been often. I loved working here. I loved working under you
as your as your manager. Unfortunately, I've
just been given a really great opportunity or I have to move in
for these reasons. And that's really where
you want to land. Ideally. Now what you'll also
find is generally, you'll then go into, as I said, these four to six week period where you have to do
some sort of a handover, help them out, do
whatever it may be. Once you've resigned some time and it happens
more often than not. They may ask you to stay. They may say to you, Hey, we'd like you, we don't want you to leave. He's more money. He's a
better title. Would you stay? They may try to
influence you to stay, negotiate with you
for you to stay, and that's really now on you. What do you want to do? Do you like the job is a
job that you currently in? Good and maybe Olivia's
because of money. Hey, if I offer you another
increase, 1015, 2030 grand, whatever it may be, that
may be excellent for you and you may actually be really happy and may want to stay. And now you're gonna
get some references. References are almost
integral, in my opinion. You submit a resume. You might have
references tied to it. If you don't submit
arrangement with references, at least you have
in the bottom of your resume States
references available upon request so that when somebody wants to check up
whether your CV, your skill set is legitimate, you are the real deal. They can call on your
references to make sure you are who you
say that you are, that you're as good as
you say that you are. Generally recommend getting a few different
types of references. Getting references from people that you work with side-by-side. So your colleagues, ideally
people in your sphere, in the technology
department, e.g. people perhaps in another
department as well. But I'll also always get a
reference from your manager. Perhaps even go a bit higher
if you had a director, if he had a Chief Information or chief security or
Chief Technology Officer, a CEO would be even better if you can get references
from these people. They are excellent. Now you're probably asking, how can I get a reference? What's the point of
getting a reference for a job that I've just landed? Well, it's not necessarily for the job that you've just landed. It's for a future job. Because the job
that you're maybe going for, you've now got a job. Great Congrats. But you might not
be there forever. What if in three-five years, you're now thinking about
moving on to the next place. You're going to
submit your resume. You may go through the interviews and you
may be very successful. And now there's that point
where they now need to check up on your references. Any good employer? Any good employer. And I've done this
many times when I've interviewed somebody and I've been very happy with them. And I have not given
them the job yet, but I'm thinking about it. I will ask them, can you please
give me three references? Give me three references, and then I will
go and call them, or I'll have high char or
people and culture call them and ask them a bunch of
questions about you. Why did you leave the job? Would you hide them again? Were they a good employee? Where are they strong
enough technically, how did they work and
communicate with other people? Things or those natures will be asked during that
reference check. Now if you're applying for
a role and perhaps that job advert is being
managed by a recruiter. The recruitment agency, the recruitment company
will do the same thing. They're getting a reference doesn't mean that they're
going to write you a letter or even a
thing on LinkedIn, e.g. but they're just gonna be open
to somebody calling them. So as long as you've got
the telephone number and the name and what
they did in the business, maybe in five years time, they can call that person
to ask for a reference, check it as long as you've had their permission to
do that urine in good position because
you've at least got that reference listed
as your contact.
16. Next Steps...: You've made it to the end
of this Skillshare class, hopefully you're now more confident in going in
for your interview. So whether you've got an
interview already booked, whether you're planning on booking in or applying
for some roles, and then hopefully
getting that call. We've now given you the skills, but now it's up to you. And hopefully over these
last number of lessons, you've been taking notes, hopefully you've
been commenting in the project section, letting me, and letting other students
know of your progress and hopefully learning
more things along the way. So now you've gotta
do a few things. First thing is to get
your resume looking good. And hopefully if
you've already landed an interview and you
got one coming up, that means that your
resume was good enough. But go and get your
resume either way. Looking good, make sure that all of your
experiences in there, making sure that the
resume is catered, the position description to the ad for the job that
you're gonna go for? No, the job ad. Very, very well. The specific skills that
specific requirements at thereafter is what they're going to be talking
to you about. They want to make sure that you tick all the boxes
that are on there. Think about some scenarios, some examples to the answers to some of the questions
that they may ask. More than likely they will
ask you things based on your past experience
and based on what they want
this role to have. So come prepared for all
of that, go through, re-watch some of these
lessons in the class, get a refresh up, and then let us know in
the project section, come back, let us know
whether you are successful in applying for rolling,
getting a callback. And hopefully we've given you
the skills needed to pass that interview and
land that job. Thanks again for
watching Chickasaw my other Skillshare classes as well when we talk
about all things, tech will see you next time.
Emilio Aguero, ...all things tech
