TIPS TO BOOST YOUR INTERVIEW SKILLS
· Practice Good Nonverbal Communication
It's about
demonstrating confidence: standing straight, making eye contact and connecting
with a firm handshake. That first nonverbal impression can be a great beginning
-- or quick ending -- to your interview.
· Dress for the Job or
Company
Today's casual dress
codes do not give you permission to dress as "they" do when you
interview. It is important to know what to wear to an interview and to be
well-groomed. Whether you wear a suit or something less formal depends on the
company culture and the position you are seeking. If possible, call to find out
about the company dress code before the interview.
· Listen
From the very
beginning of the interview, your interviewer is giving you information, either
directly or indirectly. If you are not hearing it, you are missing a major
opportunity. Good communication skills include listening and letting the person
know you heard what was said. Observe your interviewer, and match that style
and pace.
· Don't Talk Too Much
Telling the
interviewer more than he needs to know could be a fatal mistake. When you have
not prepared ahead of time, you may ramble when answering interview questions,
sometimes talking yourself right out of the job. Prepare for the interview by reading through
the job posting, matching your skills with the position's requirements and
relating only that information.
· Don't Be Too
Familiar
The interview is a
professional meeting to talk business. This is not about making a new friend.
Your level of familiarity should mimic the interviewer's demeanor. It is
important to bring energy and enthusiasm to the interview and to ask questions,
but do not overstep your place as a candidate looking for a job.
· Use Appropriate
Language
It's a given that you
should use professional language during the interview. Be aware of any
inappropriate slang words or references to age, race, religion, politics or
sexual orientation -- these topics could send you out the door very
quickly.
· Don't Be Cocky
Attitude plays a key
role in your interview success. There is a fine balance between confidence,
professionalism and modesty. Even if you're putting on a performance to
demonstrate your ability, overconfidence is as bad, if not worse, as being too
reserved.
· Take Care to Answer the
Questions
When interviewers ask
for an example of a time when you did something, they are asking behavioral
interview questions, which are designed to elicit a sample of your past
behavior. If you fail to relate a specific example, you not only don't answer
the question, but you also miss an opportunity to prove your ability and talk
about your skills.
· Ask Questions
When asked if they
have any questions, most candidates answer, "No." Wrong answer. Part
of knowing how to interview is being ready to ask questions that demonstrate an
interest in what goes on in the company. Asking questions also gives you the
opportunity to find out if this is the right place for you. The best questions
come from listening to what you're asked during the interview and asking for additional
information.
· Don't Appear
Desperate
When you interview
with the "please, please hire me" approach, you appear desperate and
less confident. Reflect the three Cs during the interview: cool, calm and
confidence. You know you can do the job; make sure the interviewer believes you
can, too.
ESSENTIAL SKILLS OF HUMAN RESOURCE
MANAGEMENT
HR Management Key Skill #1: Organization
HR management
requires an orderly approach. Organized files, strong time management skills,
and personal efficiency are key to HR effectiveness. You’re dealing with
people’s lives and careers here, and when a manager requests help with a
termination or a compensation recommendation or recognition program, it won’t
do to say, “I’ll try to get to that if I have time.”
HR Management Key Skill #2—Multitasking
On a typical HR day, an HR professional will deal with an employee’s
personal issue one minute, an intermittent leave question the next, and a
recruiting strategy for a hard-to-fill job the minute after. And that’s to say
nothing of social media, wage/hour, engagement, retention, and a whole host of
other things, every one critical to someone.
In HR, if it’s not one thing, it’s another. Priorities and business needs
move fast and change fast, and manager A who needs someone hired doesn’t much
care if you’re already helping manager B who needs someone fired. You need to
be able to handle it all, all at once.
HR Management Key Skill #3—Dealing with
Grey
A surprisingly large percentage of the issues HR managers face are in
“the grey area.” Is it discrimination? Is it harassment? What’s a “reasonable”
accommodation? How far over backward do you have to lean to approve
intermittent leave? HR managers have to be able to act with incomplete and
“best available” information, and they have to know when to seek the
professional help of colleagues, attorneys, and other experts.
HR Management Key Skill #4—Negotiation
Along with grey comes the need to negotiate—there are often two or more
opposing views, and the successful HR pro can find an acceptable middle ground.
Remember, the goal of negotiation is to end up with two parties that are
satisfied with the outcome, and that’s not often easy to achieve.
HR Management Key Skill #5—Communication
HR professionals have to communicate up to management, over to managers,
out to potential employees, and down to all levels of current employees. And
they have to do it in writing, while speaking to large and small groups and,
increasingly, through social media. They have to be convincing, caring, and
believable.
HR Management Key Skill #6—Discrete and
Ethical
HR professionals are the conscience of the company, as well as the
keepers of confidential information. As you serve the needs of top management,
you also monitor their actions toward employees to be sure that policies and
regulations are followed. You need to be able to push back when they aren’t in
order to keep the firm on the straight and narrow. Not an easy responsibility!
Of course, you always handle confidential information appropriately, and
never divulge it to any unauthorized person.
HR Management Key Skill #7—Dual Focus
Employees expect human resources professionals to advocate for their
concerns, yet you must also enforce top management’s policies. The HR
professional who can pull off this delicate balancing act wins trust from all
concerned.
There are times you must make decisions to protect the individual and
other times when you protect the organization, its culture, and values. These
decisions may be misunderstood by some, and you may catch flak because of it,
but you know that explaining your choices might compromise confidential
information. That’s something you would never do.
HR Management Key Skill #8—Conflict
Management and Problem Solving
News flash! Everyone doesn’t always get along with everyone else. High
productivity demands that people work together at least civilly. HR has to find
ways to allow that to happen. And that’s to say nothing of the myriad other
problems that hit HR’s in-box—you can’t be effective without problem-solving
ability.
HR Management Key Skill #9—Change Management
Most companies today are in a constant state of flux. Task forces,
matrices, and teams spring into being, do their jobs, and disband as others
form. Hierarchies have been squashed, and companies have four or five
generations working side by side. A lot of people are freaked out by what’s
going on. HR has to help everyone cope with the constant changes
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