3 Essential Tips to Win a Job Interview from a HR Professional

3 Essential Tips to Win a Job Interview from a HR Professional

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– Hi there, Theresa Nordstrom
with nordstromtalent.com and today, I’m gonna help you figure out how you win an interview. (calm music) Number one is go in with enthusiasm, with interest in wanting to
learn more about that company and true interest in getting a job offer. Don’t just kinda wing
it because you’re like, oh, I’m not sure if I’m really interested. They will sense that and this goes for a
phone interview as well. Many people are like, I’m
just gonna get on the phone and do a quick interview. I have candidates that do
not get to the next step because they didn’t do any research before that phone interview. I will tell you that it
is a candidate’s market. Great leaders and great companies hire those that are engaged and that put their best
foot foreword all the time. If you are not going
to that phone interview or on-site with enthusiasm
and true interest then you shouldn’t be at
that stage of the process. I’d pull back out honestly
before you got too far into it as much as those recruiters
do not want you to do that. Number two, reflect. Really reflect on your experience, the experiences that you had and specifically, you need
to go into that interview with examples. I talk about this in another video but I do recommend the STAR technique of where you’ll really be able to give situation or
task, action and result so you wanna be able to have many examples of everything that you’ve done really well and honestly, the things
that you haven’t done so well and that you’ve learned from. So going in with examples and different experiences
that you had is very very key. One of the best ways to
keep this running I call log is actually to start tracking and really journaling over
your years of experience. What you’ll find is that
you may be interviewing for a role today and some
of those technical things are very important and maybe you’re getting
some leadership experiences but in three or four years, you still may wanna go back to some of those technical examples or some of your initial
leadership examples. So the point is is keep a journal and really an easy way is
for you to do an evaluation or a quarterly type one
on one conversations with your leader. Keep those or at least
summarize, refine a summary of those ones that were really impactful and that you learned from and remember, don’t
just do all the positive because we all know that life
and work is not all positive and one of the best ways to show the value that you can bring is your ability to work through conflict. So keep a list, a log and
go in to that interview with lots of examples
at the top of your head so that when they ask you those behavior-based interview questions, you have a example to give them and past behavior does predict future. Number three. This one is very near and dear to me and I have one specific client that if individuals are talented and they go in and they are prepared and they research the
heck out of that company, they’re gonna receive a job offer. Why, because I think they
know so much about the company and they’ve had time to kinda process it that they’re able to have real dialogue and really get into great conversation that gives the client and those that they’re
speaking to at the company a really good assessment of what this person’s capable of doing. First of all, I do recruit
accounting and finance talent mostly so 10-K, any of
those financial reports, they’re out there for, obviously in public trading companies. You can go on and research those. And even if you aren’t an
accounting and finance person, look at those reports because
there’s tons of information and I have to be honest with you. I really never knew what
was all in those reports and I’m not gonna tell you but there’s some great information that really helps you understand
the vision of the company, what the risks are to the
company and the opportunities. The goal is when you go into the interview that you know enough about
the company, Google it. You can find anything on Google these days and really, you’re able to
start connecting the dots and your dialogue and the questions that you ask in the interview
are more substantial. You can actually put some meat too and you can have dialogue
and not just ask, what’s the day in the
life of a senior auditor? I am not a fan of that question. Honestly, auditors, many
times, they’re fairly similar. I think the culture and you can get a lot from other questions rather than just asking it like that. I just think that it’s fairly basic and my clients typically
are looking for candidates that engage at a higher level and ask more critical thinking questions than a basic question like that. So in a nutshell, there’s three factors. One is go in with interest. Be engaged in the interview process. Put your best foot forward. The country and the world is a small place and it’s amazing how people are connected. Reflect. Go into the interview with many examples of great things that you’ve done, the challenges that you had but be able to share your experiences. That is one of the best
ways to show your talent and what you’re capable of doing. And lastly, research the
heck out of that company and accounting and finance or
any role, look at the 10-K. They’re publicly traded. There’s tons of information
out there but do your research. No competitors. So many people miss that
one, it drives me nuts but no competitors and no more than just
what their names are. Anyways, those are three factors. Fairly simple. If you take a couple hours, it’s amazing the interview process and the engagement you’ll
have in an interview and the likelihood of you
getting an offer is much higher. So anyways, again, Theresa Nordstrom with nordstromtalent.com. I recruit across the country
in accounting and finance but I am a 20 plus year HR
veteran with a lot of passion around hiring great talent and
growing and developing talent and so I will be kinda doing
a series here coming up of a couple different factors. One, maybe some roles that I have open and secondly, just
really how to help people review their careers and make sure they’re
getting to the next role that will grow and develop
their skills the best. So follow me on YouTube, on Facebook and there’s lots of different
links that you can show below. Thanks a lot, have a great day and I hope to meet you in social media or maybe during an interview
process in the future.

8 thoughts on “3 Essential Tips to Win a Job Interview from a HR Professional”

  1. I feel like the second tip is more for preparing for future interviews rather than preparing for an upcoming one. Sure, it's probably good to journal that stuff, but if you haven't been doing that, then the only thing you can rely on is your memory/notes/etc.

  2. Thanks a lot for what you've provided in this video that included a lot of useful information. However, I would like to add these comments and would appreciate you responding to me:
    1) How is it fair that someone out of my field has to assess some details that actually have nothing to do with the job I'm applying to, such as the way I dress, sit, start talking or any of these secondary details not taking into consideration my real skills?
    3) Sometimes, the HR reject some candidates because they already have someone they know and want to give them an advantage on others, but they still do the interview for the formalities of their job and to report it to the management.
    3) Finally, I guess that the HR is not qualified to perform a job interview and that all these formalities are not the real deal since I have a lot of examples in which unqualified people I know got jobs ahead of me (and got fired after several months for poor performance) where I couldn't even pass the HR interview knowing that I assure you know my excellent communication and public speaking skills and that I have all the required skills as mentioned in the job description.

  3. I don't see why "what does a typical working day look like?" is a poor question or not "higher thinking", remember that as a candidate it is also your prerogative to find out if that company is a good fir for you! Not just for them. If asking that is not a critical question to ask, I don't know what is as NO candidate will know EXACTLY what a typical working day will look like especially if it a new role & if I was the interviewer and was not asked something along the lines of what are the typical daily tasks or what the working week looks like I would be concerned the person isn't curious about the detail of the day-to-day mullings. Just my opinion, no hate! 🙂

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