The Proper Perspective for Interviewing

As you all know, your resume is representative of your professional “brand”. Therefore, when you are preparing for an interview, whether it be via a connection or as the result of submitting your resume for a posted opportunity. think of the meeting as a “sales” presentation of your skills. I have written about job interviewing in the past but this article (see link below) by Lou Adler, author of several books that concentrate on the recruiting / hiring process, is a worthy read for all candidates, NOT JUST SALES PROFESSIONALS.

In summary, Adler (as do I) believe that the standard interviewing techniques are flawed / obsolete. The proper perspective is for both the job seeker and hiring manager will assume both a “sales” role and a “marketing” role throughout the course of the meeting, feeling each other out to determine whether each product is offering the appropriate solution to the needs of each participant.

As a job seeker, here is a sampling of questions that you should ask the hiring manager:

What is the focus of the job?

What are some big problems or issues that I will face right away?

What are the expectations for my first 60 days? What key performer indicators (KPI) should I be aware of in order to be successful?

What challenges should I expect to encounter in the first 60 days?

What are the common attributes of your top performers?

Why is the position open?

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Conversely, if you are the hiring manager, you should be thinking along these lines:

What is your criterion for success in this position?

Does this candidate have the requisite skills to make the transition to your company with a demanding learning curve?

Can the candidate demonstrate that they have a record of successes that showcase the ability to embrace challenges, take initiative, lift roadblocks and produce results with limited resources while learning from missteps along the path to triumph?

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The URL for Adler’s article - http://tinyurl.com/mdnnxhe

Special Thanks to David Greenwald of http://www.i2iplacement.com.