How can you help your coachee stand out in a job interview?

1. Review the job description 2. Write out in a document the 2-3 case study work experiences that relate directly to the job description 3. Review the company website to understand what they are selling so you can ask specific questions about the business strategy during the interview

To do well in interviews, you need to be thoroughly prepared, which means: 1. Carefully review the job description and be ready with possible answers for each question, supported by genuine and relevant examples. 2. Research the company's products, services, and recent news. Provide straightforward examples of how they can expand into new markets or attract potential clients. Discussing industry trends and success stories can steer the interview in a positive direction. 3. Compile a list of thoughtful questions to demonstrate your serious interest in the company. This will set you apart and leave a strong impression.

Preparation is everything when it comes to interviews and information like the job description, company website, your CV are at your disposal. In preparing my coachee; I do the following: 1. We go through the job description while testing their understanding of each role. 2. I then ask them most likely interview questions to hear their response while guiding how to better the responses. 3. Together we go through their CV to understand their strong points that they can speak about especially while answering the "Tell us about yourself question" 4. Additionally I provide them questions that they can ask the interviewer in response to the "Do you have any questions for the panel?" Lastly I give them strategies on how to be confident.

During the job interview, the primary job of the candidate is to show their value is far higher than the compensation they will be paid. During the interview resume and qualifications are no longer in question. Therefore, rehashing resume will be a negative. Instead, demonstrate financial value in previous roles and how that history will translate into financial value in the new role.

One of the key ways I help my coaching clients to prepare for an interview is to have them research as much relevant information they can find about the executive who will be conducting the interview. The more information we can gather on this individuals social and leadership style, accomplishments, posts, speeches, values and purpose, the greater I can assist my client to prepare to ask good questions and position their strengths to develop a strong connection in the interview.

The best way to build rapport quickly in an interview is to show a genuine interest in the executive conducting the interview. This is done by preparing in advance relevant questions related to the interviewers role, span of control, accomplishments and perspectives. By beginning in this fashion you will have warmed up the conversation and created a more natural and informed way to then position and discuss your strengths and experiences.

I work with my client's body language and rapport-building techniques using NLP Mapping and pacing. Also how to use micro affirmations, simple acknowledgments, and gestures to show curiosity to generate interest for the interviewer. These NLP techniques also help calm our nerves as our focus shifts to 'using the technique' rather than 'stress about the interview questions'.

Los valores nunca pasan de moda y justo demostrarlos para conectar es una excelente oportunidad. El feeling que haya durante el proceso de selección ayudará a ambas partes a decidir.

De acuerdo con mi experiencia acompa?ando a directivos en procesos de cambio, como lo es la búsqueda de un nuevo desafío laboral. Es necesario lograr conectar con nuestro relacionamiento en donde nuestros talentos natos se manifiesten a través de nuestra corporalidad y lenguaje verbal. A veces creemos que es mejor "impactar" con aquello que desean escuchar, dejando en último lugar la conexión de nuestros valores y recursos internos. Este primer acercamiento abre la confianza para validar si existirá conexión entre la cultura actual del negocio.

One thing I've found helpful for you as a candidate in a job interview is be very clear with yourself about who you are, what is your unique strength. You can not play around with your character, your value. Be authentic. Show interviewer how you will help them to solve their pain points.

Ir más allá del perfil de puesto, o descripción de la vacante y demostrar ese plus que el candidato tiene y si puede aportar a la empresa. Independientemente del área ayudarlos a demostrar que pueden impactar a la rentabilidad del negocio es vital.

Prepare a 2-column table - comparing the employer's requirements and your qualifications, side by side. Forward prior to the interview, refer to it during the screening process and bring it to each interview. #MarkGonska.com

I work with my coachee on developing examples through telling compelling stories of when they have successfully demonstrated the key skills required in the position. These stories lead to questions from the interviewer that then allow my coachee to further reinforce their skills and qualifications for the role using real world examples.

While everyone has strengths to highlight, in my experience the following in addition make a big impact: 1. What makes an employee or candidate unique - it could be how they put a particular strength to use or bring a perspective that is very different from others'. 2. Highlight how they have used their unique skill to add value in the past. 3. A lot of times, one may not see their accomplishments for their true value and downplay it. Enabling them to see it for what it is, as a coach, can be a very powerful support for the coachee.

As most experts have mentioned, I work with my coachee on business storytelling methods using STAR or the 3-Step Story method to craft their answers well. Each KRA is matched with a strength, core competency, and perfect backstory that aligns with the requirements.

Yes, active listening, paraphrasing, clarifying questions, proper acknowledgment, and curiosity go a long way in accepting feedback & and handling objections.

In preparing my coachee to successfully handle objections or challenges by an interviewer I advise them to always first clarify the question to gain a better understanding of what the real concern may be. Too often in this situation coachees misunderstand the objection which is often just a request to clarify a required skill or competency. This method also provides the coachee more time to respond to the objection in a professional and concise manner.

Remember that sometimes the best answer is a question. Keep the mindset of curiosity. See how you can help them solve the pain points. Think of this company like your client. Think whether this company is the one that you like to spend time with.

Be ready to explain any oddities in your background, career movements, resume gaps, etcc. Do NOT criticize any previous employers.

Trabajar (previo) en la confianza y autoconocimiento del candidato es importante porque llegado el momento de una objeción puede responder con naturalidad y resaltando los aprendizajes de "x" situación.

As a nurse coach it’s important to close the loop with an effective email summarizing why you’re the best person for the position and reiterating how your strengths will enhance the team to meet their goals. Don’t be afraid to show your personality and mention anything pertinent that occurred during your interview process to showcase versatility.

One of the ideas I provide to my coachee to stand out, is for them to follow up with unique and relevant value. Examples include sending an industry insight or article that is relevant to the interviewer, or an offer to introduce them to a person of interest who they may want to connect with in their industry.

Most often missed is the hidden opportunity in coming in 2nd. Someone else came in 1st, but they didn't come from Mars, they came from another employer that now has an immediate need to fill an open position. There are 5 other ways to turn a "no thanks, we are going with another candidate" into a "yes" - you're hired.

There's gold in the follow up. Don't just let the first swing, be the last swing. Follow up your answers. Follow up your interview. Follow. Up. "I really enjoyed meeting you [date] and particularly enjoyed our conversation on a, b and c (a, b and c being three things you nailed in the interview). I look forward to hearing from you with next steps. Follow Up!

Have Thank You notes written and ready to send the minute the interview is finished and you walk out the door. Include what might be some of your observations about the company and the position

Practice, practice, practice. For my very high earning clients, personal role play, for interviews, negotiations etc is mandatory. Why take the risk otherwise?

I do a thorough post-mortem with all my clients after their interviews, not just to go over what they think went well and what could have gone better, but also to assess how they FELT in each moment. We can learn about the beliefs we have during high pressure situations like interviews if we slow down and take the time to remember what moment felt the most at ease, and which caused the most discomfort. Life flies by us 100 miles per hour, and if we're not making a point to help our clients intentionally slow themselves down at critical moments, we're not doing our jobs.

Role playing is always a good option after an interview, using the situation the coachee just experienced. Then, use helpful criticism and hints.

I like to gift my clients a journal so they can note down what worked well, what achievements they managed to articulate, (and those they didn’t get to articulate), what they could improve, what they loved about the role/ company, what questions were asked that perhaps surprised them, and at least consider 2 things they will do to improve next time. The power of reflection is great to do. Every interview will help them grow and every interview is one step closer to that offer.

Take note after each interview. Write down which part that you are doing well, which part you need to perform better next round. One final thing - your job is not about to impress them. Your job is to find out whether this is the company that you want to give your time and expertise. Good luck and all the best.

Always remember that the interviewer has a problem / challenge to solve. They can also feel pressure to hire the right person. The cost of the wrong hire is considerable to the new employee, the team and the organisation. So they may be nervous too. On a poll I ran, the majority of interviewers had not received interview training, so remember the person interviewing may be nervous. What’s in your control is to prepare thoroughly, research, prep your achievements, read your testimonials beforehand, practise out loud if it helps and step into your leadership light. Trust that if this is the right door, it will open.

Here's three of the most common tips I offer clients to stand out at a job interview: * If you're given the names of your interviewers, look them up on LinkedIn. Learn about them. Read what they've posted. Find a common thread to share as the interview starts to build a connection. * Read through the job description and jot down stories from your previous roles that demonstrate you're the right person for the job. Share those stories as you answer their questions. * Know what questions you want to ask them. Ensure one of them is bold but free of judgement. For example, don't ask, "What's your company culture like?" Instead ask, "I saw you laid off 3,000 people in Feb. How has that impacted your culture? What have you learned from it?"

I help my clients define and embrace a new empowered version of themselves, where they're already thriving in the job that they're applying for. With that, when they approach the interview (prep, actual interview, post-interview), they show up with a level of self-belief that helps them stand out. So even if they get a difficult question/case to solve, they don't go into a triggered state but act from a collected, wiser, more resourceful state.

It starts with feedback. Really knowing your coachee and their objectives and helping to raise awareness around any blinds spots. This could be around how they listen, present or respond, it could be about finding the right way to elevate their pitch through relevant examples. I spend much of my time interviewing and some of the best people can’t structure responses.