The Secrets to Job Interviewing

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Todd LewisMarketing Manager, Citrix Online

Meet Your Moderator

Type question here

The Questions Pane

#jobinterviews

Meet Your Presenter

Philip GarsideDirector, Garside Consulting

Be inattendance

to win

The secrets tojob interviewing

Philip Garside 3 Feb 2011

Relax, this is a webinar, there are

no role plays.

What sets my work

aside from others is

that it is researched

not just opinion.

Skills and desire should

be enough, perhaps

desire and the

willingness to get the

skills should be enough.

How effective do you believe the selection processes are

at your work place?

POLL

Some people who are

good workers struggle

all their life to get jobs, get

promoted and generally

advance in their life.

Others who are no better

workers get jobs easily,

get promoted, buy

houses, get married, go

overseas for their holidays.

If an interview is

a performance;

how did you perform

at interview?

How do you play

your part if you

do not know what

the script is?

If selection

processes are a

game; how can

you play if you do

not know the

rules of the game.

Current selection

processes the world over

are not about the best

person for the job.

Current selection

processes are about who

says they are the best.

Do not attach your

self-esteem to this process.

Do not validate

an invalid system

What they honestly

believe and say they

want, and who they

choose are often two

different things.

There is a scriptfor interviews.

Across industry, across

different jobs and across

different levels you hear

the same questions and

certainly the same types

of questions being

asked again and again.

Each time the same

good answer is recognised

as a good answer.

And just as importantly,

the same bad answer

is recognised as a

bad answer.

There is no such thing

as the right answer.

Interviews are not some sort

of oral exam. There is only

ever the right approach.

The right approach.

The right mindset.

• What is the best use of this question to me?

• How do I milk the question for all it is worth to me?

• How do I manipulate this process from the passenger seat?

It would be unusual

for there to be only

one factor that

influences interviews.

Usually it is a number

of small pieces of the

jigsaw making up the

bigger picture.

The merit side ofthe equation, concrete,

tangible, testable.Experience

SkillsKnowledgeInformation

QualificationEducation

What is valuable on the merit side?

WisdomInsight

Understanding

These three words should

become your mantra

on the merit side.

wisdom,insight, andunderstanding.

The likeability side of the equation,

intangible, not measurable,

detestable and often not

even job related.

Fit inPersonality

AttitudeAppearance

Three that we needto add and discuss . . .

HonestySense of humour

Reflection factor

The person who gets the job,

in an open competition, on most

occasions is the person who

demonstrates the wisdom, insight

and understanding and at the

same time is likeable.

If you are not getting

interviews work more

wisdom, insight and

understanding into your

resume and less information.

If you are getting

interviews but not

getting the job work

on your likeability.

Philip Garsidepag@garside.com.au

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