Week 16 PM Interviewing Skills

Dress slightly better than who you are interviewing with.

Interviewing Skills by AlissaSpiehs-Apel on Scribd

Tell me about yourself. What are your strengths and weaknesses?

Why are you interested in working for us?

What would you do if you were having difficulties with another employee on your project?

What would you do if someone asked you to overlook a problem with your project?

Where do you see yourself in the next 5 years?

How did you like your last job?

This type of interview question is best used for jobs with a high degree of intellectual content.

These questions save time in an interview but are not effective as an interview technique unless you ask for a real example of when or how this trait was exhibited.

These questions save time in an interview but are not effective as an interview technique unless you ask for a real example of when or how this trait was exhibited.

Cross functional interviewing, tailor asked questions. Homework assignment, giving them actual work related assignments.

This could include a test of knowledge.

They test for excitement and reactions about the job.

Homework assignments are often called, "On – boarding", taking them to see actual clients.

Cash money, They may save money by getting a less experienced, less expensive designer based on how well they do with their homework. Homework is the only way to break the boundary between good and bad design.

 Scare the window shoppers, a lot of people browse new jobs just to see if they can make more money. Employers see this as a waste of time. If you want an offer? You better be ready to work for it!

Hard Skills - According to Karsh, "By really probing into what the candidate has done in the past, an interviewer can tap into hard skills.”

Soft Skills - “The common sense to figure things out with some basic training," says Terese Corey Blanck, director of student development at internship company Student Experience and a partner in College to Career, a consulting firm.

That means the interviewer is trying to pinpoint not only whether you match up well with both the company's and department's activities but also whether you'll complement the talents of your potential coworkers.

If the organization fits well with your career aspirations, you'll naturally be motivated to do good work there -- and stay more than a month or two, Corey Blanck reasons. "I don't want someone to take the position because it's a job and it fits their skills," she says. "I want them to be excited about our mission and what we do."

You're being evaluated in relation to other candidates for the job. In other words, this test is graded on a curve. So the interviewer will constantly be comparing your performance with that of the other candidates'.

"I'm always looking for someone who has a can-do type of attitude," Corey Blanck explains. "I want someone who wants to be challenged and is internally motivated to do well.

Corey Blanck points out that an employer can't train for this essential trait. "But you can hire for it," she says. "And if you don't, you'll end up with a lower-performing employee."

Most employers know better than to believe everyone they interview actually wants the position being offered. They understand some candidates are exploring their options, while others are using an interview with a company they don't care about to hone their interview skills.

So you have to prove you really want the job, says Al Pollard, senior college recruiter for Countrywide Financial. "I use the ditch-digger analogy," he says. "Many of us can dig ditches, but few are willing to -- and even fewer want to."