Category Archives: Professional brand

How to Position Your Branded Value and Expertise with the Two Most-Dreaded Interview Questions

nervous candidate in office

I should file this post under “More Nonsensical Advice from (Former) Recruiters” but I won’t. I just watched a couple YouTube videos from “career experts” that claimed two of the worst interview questions a decision maker can toss your way are these:

  • “So, tell me something about yourself…”
  • “What’s your worst work habit or greatest weakness?”

They are only the worst questions if you aren’t prepared because most candidates don’t anticipate these questions or don’t know how to respond by promoting their branded value and expertise.

Let’s begin with Question 1: “So, tell me something about yourself.” This is NOT the time to respond with “uh…what do you want to know?” or reciting your résumé…for crying out loud, the decision maker probably has your résumé on his or her desk and has looked at more than a couple times if you’ve been called in for an interview. You’ve been given a golden opportunity to promote your branded expertise and value (“branded expertise and value” is a key phrase I use a lot, so learn what it is and how to apply it). I enjoyed asking this question because I wanted to see if the candidates really got the idea behind it.

Here’s a template for your response: “I’m a <personal fact No. 1>, a <personal fact No. 2>, a <personal fact No. 3>, a darn good <position for which you are interviewing>, and I have an eye on your <No. 1 key item of importance to decision maker> and your <No. 2 key item of importance to decision maker>.  Here’s a real-life response from an Android platform programmer I interviewed back around 2009 (I hired him on the spot):

“I’m a cello playing kids’ soccer coach, a member of the PTA; I’m a darn good Android programmer who has an eye on your project schedule and project budget.”

Wow! He nailed it. I learned that he, like myself, played classical music, was involved with his kids and the community, and he knew two things that were important to ME: project schedule and budget. And he did it in one sentence that took less than 15 seconds! He didn’t recite his experience or education; he didn’t “brag” (I don’t consider self-confidence as “bragging” because he had the background to back it up), and he didn’t beg or plead for the job. He positioned his branded expertise and value in such a way that influenced the hiring decision.

Let’s look at Question No. 2:  “What’s your worst work habit or greatest weakness?” Why on earth would ANYONE give a “brutally honest” answer to this question? If a compulsive liar says that he’s a compulsive liar, how will that influence whether or not he gets a job offer? It’s almost a trick question and no interviewer worth his or her credentials would ask such a question of candidates, but they do. You can try to soften the response with something like, “My co-workers would say that I’m tenacious at problem-solving and won’t quit until I have the solution” which is a softball-type of response that (1) decision makers are wise to; and (2) it’s not really a “worst” work habit.

I once responded to this question with: “Only my wife and my pastor know what my greatest weakness is, but for my worst work habit, my references are in a better position to provide unbiased assessments.” That response didn’t hurt my chances of moving forward in the hiring process at all because it showed that I protected my branded expertise and value by not blurting out some stupid response that would have stopped my progress cold! It’s 5-star impression management!

So, that’s how you respond to those two most-dreaded questions that not only preserve your value, but better position you to influence a decision to hire you or buy from you. I teach these techniques in my “Power of Presence” seminars that reveal the steps behind engaging –> positioning –> influencing –> and converting decision makers to become your ally, advocate, champion, client, customer or whatever your end goal is.

What are your experiences with such questions? Any other good responses?

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Are you a meeting professional with an upcoming conference that needs a dynamic speaker with a program that offers high energy and high takeaway value? Give me a call at (512) 797-3035 and let’s see whether my programs would be a good fit.

Speaker, award-winning author, and positioning/influence strategist Donn LeVie Jr. has nearly 30 years experience in various leadership and management positions with such Fortune 100 companies as Phillips Petroleum, Motorola, and Intel Corp., the federal government (U.S. Dept. of Commerce – NOAA), and academia (adjunct faculty, University of Houston Downtown College, Dept. of Natural Sciences and Mathematics). He is the author of two award-winning books on professional development positioning and influence strategies and a popular conference keynote and seminar speaker. He holds certifications as a “Certified Fraud Examiner” (CFE) and in “Project Risk Management” and “Managing Projects in Large Organizations” from George Washington University. 

Request Donn’s free e-book, ACCESS GRANTED: A 10-Step Social Media Plan for Gaining Access to Decision Makers

 

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5 Reasons Why You Need to Build Associative Models with Hiring Manager’s Brains

colorful brain graphic

The brain’s capacity for memory consists of nodes of stored information connected by neural links of varying strength. When a node is activated by external information or by retrieval from long-term memory, it stimulates other memory nodes. When the activation of another memory node exceeds some threshold, information in that node is recalled.

This process is termed the associated network memory model in the book, The Architecture of Cognition by John Anderson. Consistent with this model, brand knowledge is conceived as consisting of a brand node in memory in which many associations are linked.

So how does this associative model work for your job or career strategy?

  1. Every exposure of your brand, expertise, and name throughout the hiring cycle to hiring managers strengthens the link-node relationship in the hiring manager’s brain
  2. With continued exposure, recall of your brand, name, and expertise becomes more instantaneous
  3. Faster recall leads to familiarity with you and your expertise
  4. Familiarity with you and your expertise often leads to a preference for you as the hiring manager’s candidate
  5. Continue building that associative model with hiring managers well after job interviews have ended

I’m the only career strategist writing and speaking on how to build and strengthen associative models with hiring managers (so I’ve been told). Stop using the same approaches career coaches promote that don’t have a better success rate. Visit my website or go here for more details on how to use this technique for building your brand and then promoting it with a post-interview strategy.

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Want to receive a free copy of my Career Strategy Tip Sheets? You get 5 bundled tip sheets (PDF) for career strategy, cover letters, résumés, job interview, and salary negotiation. Just let me know your thoughts on this or any blog post–or let me know of a career topic you’d like me to discuss from the hiring manager’s perspective.

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My name is  Donn LeVie Jr. and I’m a former hiring manager for Fortune 500 companies (Phillips Petroleum, Motorola, Intel Corporation, and others) and have worked in the federal government (NOAA) and in academia as an adjunct faculty lecturer in the Department of Natural Sciences and Mathematics for the University of Houston (Downtown Campus). I am the author of Strategic Career Engagement(September 2015), Runner-Up of the 2016 International Book Award for Business: Careers, and the book that reset the rules for successful job and career strategies:  Confessions of a Hiring Manager Rev. 2.0 (June 2012, Winner of the 2012 Global eBook Award and Winner of the 2012 International Book Award for Jobs/Careers).  I lead career strategy seminars at conferences, business/trade schools, colleges and universities, and U.S. military veterans organizations. I also offer a Career Engagement Evaluation subscription program to associations as a member benefit.

Does your conference need a keynote speaker or a career strategies seminar for conference attendees? My 2017 engagement calendar is starting to fill up…contact me directly at donnlevie@austin.rr.com for more information or use the Contact page on this blog.

Don’t miss out on my blog posts…follow me now on Twitter @donnlevie.

 

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