SAMPLE ANSWERS:
Each example in the guide begins with a discussion of the question, the reasons why they are asking it, and what they probably want to hear in your response.
Read this carefully:
FOR EVERY QUESTION you may face, this download gives you several word-for-word example answers to choose from — and customize to make your own. You’ll have the templates & the strategic formula for coming up with your own convincing answers — based on your own personality & your own personal work experience … There are over 80 behavioral interview questions covered, with 177 example answers that work for any type of job. This is how you get hired. Listen to the following question:
✔ Give me an example of a problem you faced on the job, and tell me how you solved it.
STRATEGY: The problem you select to use as an example should be as similar as possible to a problem you are likely to face at your new job. 1) Identify their “pain points” or current challenges you think they might be facing, 2) explain the POSITIVE OUTCOME and MEASURABLE RESULTS you achieved by solving a similar problem at your last job, then 3) get them to agree with you that your experience in that area is exactly what they’re looking for.
• Here’s the basic formula: (read this carefully)
“Sure, at my last job we had a problem where the situation was “X” … the action I took was “Y” … and the positive outcome was “Z” … In an email to the entire team I was praised by Susan, the Project Manager, for solving the problem and cutting costs about 15% for that project. We were also able to deliver in about ⅔ the time it would have taken us otherwise. What I learned from the situation was “ABC.” I think that’s the type of experience you are looking to bring to your team, isn’t it?”
• Learn how to cite personal success-metrics (numbers, percentages, fractions) that you contributed to achieving at the past few jobs on your résumé or CV.
These training materials reveal several ways of coming up with “measurable proof” numbers that are based on your own past work experience & achievements. You’ll discover it’s as easy as fill-in-the-blanks to create your proof — and it’s SO effective in getting your interviewers to buy in to your potential & your value as an employee. You’ll have powerful statements like this that you can deliver with confidence:
“I think my experience with [Company XYZ] in cutting costs 30% / saving 20 man-hours of work per week / increasing revenue by 14% / getting the job done about 50% faster / decreasing turn-around time by ⅓ / helping customers 20% more of the time is the type of experience that will help me succeed in this role …”
“… Plus my strengths in [industry knowledge / time management / goal-setting / teamwork / empowering others / persuasive presentations / partnering & negotiating / innovation & creativity / strategic leadership / special skill ] really make me a strong candidate.” (Don’t be bashful — You’ve gotta say stuff like this!)
… then get them to agree with you:
“You’d agree that having this type of experience would probably help me succeed in this position … wouldn’t you?” (say it with a smile)
“Would that type of problem-solving experience be relevant to this job?”
Here’s a more fully formed example answer to the above question:
“When facing problems on the job I try to take a systematic approach. I think it’s important to clarify the problem first and get as much information as I can by collaborating with important stakeholders, BEFORE I start proposing possible solutions. I also try to think about what the best possible outcome might look like. FOR EXAMPLE, when I was at Company XYZ … (use one of your S.O.A.R.L. Stories here) … and the result was about a 15% increase in cost-savings for that project. What types of challenges are you currently facing in your department? … What might I do to help you solve those problems in my first couple months on the job here?”
… See how you followed up your answer with a great question about THEIR needs? — Smart.
So, What’s in the Guide?
✔ Fast preparation training for normal (traditional) interviews, but uniquely designed for urgent preparedness for behavioral, situational, competency-based, and case interviews.
NEWLY UPDATED for 2015, “The Ultimate Guide to Job Interview Answers” (7th edition) reveals the best way to say the things that are most calculated and most likely to resonate with your interviewers. Have them nodding their heads thinking “yes” — this is the person we should hire.
With 133 pages of clear & instantly useful interview answer strategies, you get your hands on 177 MODERN, TRUST-BUILDING, METRICS-BASED, EMOTIONALLY-INTELLIGENT, and TOTALLY PERSUASIVE word-for-word Interview Answers to choose from + over 45 questions for YOU to ask the interviewer to data-mine and uncover their “hidden needs”, a model for crafting your own perfect introductory “opening statement,” a dozen power “closing statements” for when you ask for the job, structured answer‑options for the crucial “tell me about yourself” question, the 40 desirable “behavioral competencies” that they will be grading you on (discussed in detail, and so important to understand), plus precise guidance on how to discuss your very best work in a convincing way — with many specific tricks and examples for you to try.
Trains you to focus your interview responses on the key information you should be communicating in the limited time you have during the interview. Also comes with the “salary negotiation scripts & tips,” 18 step-by-step techniques to build rapport & increase your likability factor, a quick 9-step exercise that will calm your nerves every time, a spreadsheet of 240 action verbs and confident “outcome words” to use in your answers, 22 embarrassing management-level “job interview mistakes” that most people make (and you should AVOID), and of course you’ll pick up the 10 useful Bonus Items (included free with your order) to help you out with your job search. Use this training package not just to motivate yourself to prepare, but to psych yourself up!
✔ Importantly, you’ll be taught a dozen (12) tactful & carefully-worded “closing statements” to use to ask them to hire you. It’s my opinion that at the end of your interview you should always ask for the job — Here are some examples pulled straight from the Guide:
How to ask for the job:
“Jim, just before we wrap up here, I want to ask you to put your faith in me and give me the job. I will reward you by doing my absolute best to do quality work and make our department shine.”
“Margaret, I really appreciate you taking the time to speak with me about the position of “X” here at Company “Y”. What you had to say about project “Z” makes it sound even more exciting! I am extremely interested and I feel that my background in “A” and my three years experience in “B” really makes me a strong candidate. Can I ring you to follow up next week to see where you are in the hiring process? If you need anything from me in the mean time — like work samples, references, etc. — then by all means give me a call or shoot me an email. Lastly, I’d like to say that I really want the job, and I hope you will offer it to me when you’re ready.”
“Jim, we seem to be in agreement that I have the qualifications, skills, and experience it will take to succeed here? Great! … If you make the decision to hire me, would it be reasonable to expect a formal offer letter by Thursday of next week? I’d like to ask you to put your faith in me and give me the job.”
Imagine yourself using one of these. You’ve got to ask for the job if you want to get it!
Here are some questions for YOU to use on the interviewer!
REMEMBER, every time you are asked a question, you have earned the right to ask a question of your own! — Try to probe for their “hidden needs” … Try to uncover what it is they really want to hear from you. Then, try some “tie-down questions” that get them to agree with you. You should also use my questions to figure out if it’s a place where you’d actually want to work — or if there are any hidden duties or unmentioned job responsibilities they’re not telling you about.
There are over 80 of these smart questions for you to choose from in the Guide. Imagine yourself asking strategic data-mining questions like:
In the first couple months on the job, what could the ideal candidate do to make your job easier?
Are there areas where an extra effort on my part could really make a difference?
Can you describe your biggest unmet needs in terms of _______________?
How would you describe the company culture in terms of the general demeanor and attitudes of folks who work here? What’s the environment like? What do people value?
What are the day-to-day expectations of the person hired into this position — and what would make that person a superstar?
How is your success and the success of your department measured?
I noticed on your website that _______________. What’s the significance of that for your team? — Can you elaborate on what you’re doing in that area?
At this point, could you share if you have any doubts about my ability to succeed in the role? … I’d be thankful.
You’d agree that _______________, wouldn’t you?
Well, you do think that my experience with that type of situation would help me be successful in my work here, don’t you?
I think that’s the kind of experience you are looking to bring to your team — isn’t it?
… Smart questions like these enable you to gather the right information early-on in the interview so you’re able to improvise the best responses.
… Learning the best questions to ask during your interview is a major focus of the Guide — and it’s crucial for avoiding interview failure.
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