Hi there, Tammy Kabell again, founder andCEO of Career Resume Consulting and today I want to go over how to win a jobinterview especially an executive job interview through your questioningstrategy and not your answering strategy.
Now this has been proven very verysuccessful for my executive job seeking clients often times they will get anoffer the next day or within seven days of having a face-to-face interviewusing this questioning strategy and really it comes from the foundation ofthinking of yourself as a consultative salesperson.
So you are selling your ownproduct, you are the product, you are the service and you are also the salesperson in the interviewing process.
So here are the four things, I wantyou to write this down, here are the four things that you need to uncover ineither a face to face interview with a decision maker or a phone interview witha decision maker and by decision maker I'm talking about the person that wouldbe your boss, the person that is ultimately deciding whether or not youmove on in the process.
These are also questions that you can ask differentpeople if you've got a series of interviews going on within the samecompany and you're talking to for instance: a vice president, then apresident and then the COO or CEO, something like that, you can ask theirpersonal opinion.
The reason that personal opinions are important isbecause of again, sales psychology everyone wants to be listened to andeveryone wants to be understood.
So keep that in mind.
Everyone you're talking toI want you to ask their opinion.
Okay, so the four things I want you towrite down.
Number one, I want you to determine their pain points and we'llget to how to uncover these through your questions in a moment but write downpain points number one.
Number two, I want you to write down their aspirations, okay.
Number three their immediate needs.
What do they need from you right now? oryesterday? So that you can be immediately needed and not just, yeah we'd love tohire you, but 60 to 90 days from now.
Don't want that and then finally numberfour is their growth goals.
Now you may be thinking, aspirations are the same asgrowth goals right? Actually not, aspirations could be, we'vebeen hemorrhaging money and we need to find a way to stop that hemorrhaging, wejust want to tread water.
It could be were recovering from a great growthphase and we've got a lot of growth pains that we have to deal with.
Thosecould be aspirations.
So let me give you the questions that I want you to askduring an interview and I want you to consider the interview as being anexploratory two-way conversation, if you will, that is very much like a tennisgame where you are lobbing a tennis ball very gently back and forth where you areasking a question, they're giving you an answer and then you come back with ananswer to that answer.
In other words, you come back with a an example ofhow you have been relevant or how you've had a similar situation in the past.
Solet me give you those questions.
The first questions you need to uncover aretheir pain points.
In other words ask them, "So what are the biggest challengesfacing this department this division?" or if you are talking high enough in thecompany, "What are the biggest challenges facing this company in the next six to12 months? What are the biggest challenges you're seeing right now?"Challenges equal problems, equal pain points.
Now do know that 60% of peoplebuy based on solving a problem, solving a pain, so you want to keep that in mind.
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