As in any competition, whether it’s a sports rivalry, an academic contest or a job interview, the goal is to come out on top and win. Unlike the former two, where having more points on the scoreboard is the clear indication of your level of success, interviews are far more abstract and require a different approach. So how do you “score points” in interviews?
Unfortunately, there is no definitive rule that holds true 100 percent of the time. Whereas a competition has clearly defined rules to govern success, interviews require that you perform well, effectively convey your abilities and merits, and build a case on your past experiences to show that you are the most qualified candidate for the job. Beyond preparing a powerful and compelling resume and wearing formal attire, success in an interview relies mostly on you – your successes, your experience, your knowledge, your story.
“Top Grading is a style that many behavioral assessments utilize, they have “you” look in the mirror and then the mirror looks back at “you” in your words. The question is: do you see yourself just like everyone else sees you? There is never an exact match, but the match should be close enough and the differences should be somewhat minimal for a fair understanding of what drives your behavior and your natural strengths and respective cautions. At the end of the day, the candidate should be reviewing online testimonials and Glassdoor ratings of the company they’re interviewing with to see how they are handling the mirror!” Says Sharon Tsao, CMO, Contemporary Staffing Solutions.
When assessing candidates, most interviewers are looking for an “A” player – someone who not only looks good on paper, but offers a track record of success at setting and achieving goals, working with others, increasing productivity or achieving sales, and more. As interviewers work to find the best talent, you may hear questions during an interview that are designed to get a better look at your current or past achievements and ability to work as part of a cohesive group. Some examples include:
- Who did you report to at your company and what do you think of them professionally?
- What would your manager say about you and what do you think they think of you professionally?
- How would you describe the team you’re working with and what do you think of them professionally?
- How would your team describe you and what do you think they think of you professionally?
All of these questions are designed to have you look in the mirror and think about not only how your current experiences have helped you to grow and develop as a skilled employee, but also how your team has grown with you and how you have helped them, in turn, to become a more productive and efficient group. Recognizing feedback and lessons learned from your current team members and managers – both ways that they have positively helped your development and negative aspects that you have seen and learned from – shows that you are a highly capable and adaptable candidate who can identify opportunities and succeed as a part of a team – exactly the kind of A player that the interviewer should want to join their organization.
If you are looking for strong vetted talent in call center, office, accounting & finance, sales, salesforce or with a technical background then reach out to Contemporary Staffing Solutions for your next hire! Email email@example.com or call 888.2MY.JOBS!