How can you prepare clients for job interviews during career transitions?

Do the basics, including what has been listed above, then do the following: set up 3 chairs, each representing a point of view (the interviewee, the interviewer, an observer). Ask your client to spend time in each seat in sequence, rehearsing/playing out the interview in each role before changing seat. Then ask: 'what did you learn from that experience?'

In my experience, it’s important that the personal values of a person have an alignment with the organisational values.One good way of figuring this is to check about the organisational culture prior through friends /neutral people so that one does have a sense of the culture of the organisation. Of course, the employee can do research about the organisation, function, industry , economy (if one is transitioning to a different economy)and potential competitors of the organisation.Assessing strengths etc through the SWOT framework mallu real help

One of the best ways to approach a new job opportunity is to understand FIT: are you a good fit for the company and are they a good fit for you? Ask yourself why you want to work there, what can you offer them, what can you learn, and how can you grow. Conversely, what can they offer you, how can the organization benefit from your contributions and expertise, and how can you help them grow? When you determine this FIT works, then you can elaborate during the interview and persuade the interviewee why this would be a win-win opportunity.

The candidate needs to be aware of their own strengths and challenges when they prepare for interviews. What I have found useful is to get them to take a personality and competency assessment. The assessment would help them to develop a deeper self awareness and also understand their current gaps in terms of their competency alignment to the industry and role which they are seeking. The work of the coach and the candidate becomes much more easier once this initial work is done.

The best way to career transition is to volunteer. I did this when I moved from IT to coaching. Also write an aspirational CV. say "I am a......" and remove anything from your CV that doesn't support it and embellish the parts that do (but don't tell lies)

Good pre work to the interviews is helping the client gain clarity on their strengths, achievements and transferable skills. This will increase their confidence, and help them clearly present how they can succeed in the role and contribute to the organization. Gaining clarity on their values and priorities will help them assess if the organization’s culture, and the role, is a good fit for them and what is or is not negotiable for them. Preparation for each interview is key. Helping the client understand the research they should do, as well as practicing how to answer common interview questions (tell me about yourself, behavioral interview questions, and curveball questions), will help them succeed in the interview.

Adicionalmente, acompañarlo para: - Autoevaluación, donde tenga claridad de sus fortalezas, habilidades y logros previos para reconocer su valor. - Desarrollarte, aprender nuevas habilidades o potencializar las actuales. - Networking, conectarse con profesionales de tu interés para obtener información, consejos y oportunidades laborales. - Mentoría:Busca un mentor que pueda ofrecerte orientación y apoyo. - Desarrollo Personal, estableciendo metas claras y desafiándote a ti mismo para crecer y aprender continuamente. - Preparación y Práctica, practica entrevistas, actualiza tu currículum y prepara tus historias de éxito. - Visualización Positiva de tu carrera. Se consistente y coherente contigo mismo durante este proceso de transición.

Take inventory! As human beings, we consistently underestimate the true value of our own personal experience. We forget what it's like to "not have had" the experience - of this project success or that programme failure. So, we need to remind ourselves. This helps drive confidence - as we rediscover just how much insight, expertise and life experience we've gained. Starting a Story File is a great way to action this. Choose whatever resource works for you - a notebook, word doc, your phone, pad of A3 whatever... somewhere to log stories from your experience. The good news? It doesn't have to be hard work! Just a word or phrase to remind you of the story is enough. Your client will astonish themselves by how far they've come...

O perfil de aptidões atitudinais são cada vez mais um fator de diferenciação, na credenciação dos diferentes candidatos. De facto, para competências técnicas similares, um dos fatores de diferenciação será o perfil de competências comportamentais. As organizações de sucesso têm uma cultura e valores, crescentemente orientados para KPI's comportamentais, para além dos KPI's técnicos.

Bonjour les coachs du monde entier! Êtes vous vraiment convaincus par cette recette de cuisine rédigée par un robot stagiaire, certes appliqué? La bonne nouvelle est que ça laisse de la place aux coachs en chair et en os, qui savent écouter et comprendre un besoin. Car un bon coaching repose avant tout sur la relation entre le coach et son client. Et plus de 90% de cette communication est non verbale, alors j aurais tendance à ne pas trop me fier à un mode d emploi… Et tout cela laisse de côté un aspect essentiel d une transition : les raisons du changement de poste! Alors. Et si on aidait les cadres à éviter le toujours plus de la même chose? Et si on les accompagnait à faire des choix durables pour eux ?

Preparing clients for job interviews involves guiding them to articulate their experiences and values effectively. Utilize the STAR method (Situation, Task, Action, Result) to structure responses, ensuring they highlight specific accomplishments and challenges. Anticipate various question types, including behavioral and situational, tailored to the new role or industry. Assist in developing a compelling elevator pitch and career narrative that emphasizes their unique value proposition. This approach not only showcases their relevance and potential for the target role but also boosts their confidence, enabling them to present themselves as the ideal candidate.

One focus area in prep sessions is helping clients strengthen their answers for common interview questions. Practice real-world scenarios so they can formulate clear, concise, and customized responses that highlight relevant qualifications and experience. Through this process, job seekers identify compelling achievements and career themes to emphasize. I also provide constructive feedback to improve formatting, delivery, and address any areas where they tend to ramble or get stuck. Practicing answers builds confidence through familiarity while my guidance helps clients fine-tune the impact. Proper preparation at this stage significantly increases their chances of making it to the next round.

The job interview is something that can be predicted when a person does their homework. Buy homework I mean a great look from the mirror - as a coach I would offer my client a second look. I would be their mirror and say the things that I see in them and what they're saying and how they are sitting, what is their body language etc. By doing that I raise their awareness of themselves. And of course depending from the organization where they're applying, I would suggest to find background information what is the type of interview they are doing, what are the main questions, the main tests they do with people applying. The last thing I would say to my client is that I'm with them, no matter the result, we'll find a perfect suitable job for you

Why hire you above any other candidate? Try this: Write out 200 - 300 words about the reasons and facts why the company would be smart to hire you. Then edit it down to 2 simple sentences - then one sentence, and finally one word. You then have clarity and strength to speak about your skills and core values+++

As respostas a dar durante os programas de recrutamento deverão ser preparadas e basear-se em factos e evidências da experiência profissional e pessoal. O nível de auto-confiança dos candidatos é determinante para a escolha mais acertada dos melhores candidatos. Por outro lado, a capacidade demonstrada por aprendizagem de novos métodos, processos e competências, será decisiva para a escolha do melhor candidato.

Os candidatos poderão treinar as entrevistas e dinâmicas a que estão sujeitos, durante o programa de assessment e de recrutamento. O treino prévio mitiga a probabilidade de erro e de transmissão de uma imagem mais débil. A auto-confiança e a segurança são fatores importantes, para fotografias do perfil dos diferentes candidatos.

La credibilidad y la autenticidad son clave en un proceso de selección, por ambas partes, no solo por parte del candidato, ya que hay muchas empresas que veden humo y, en lugar de vender el "reto" venden una cultura y una empresa que no existen y que van a frustar al nuevo colaborador en su primer mes de trabajo. No preparemos al candidato solo para su rol de candidato, preparemoslo para que sea un candidato deseable, con pensamiento critico, dando una buena imagen profesional y haciendo sentirse a su entrevistador también seleccionado.

Ensure early arrival at the venue if it is a physical interview and likewise join early for a virtual option. This is to familiarise yourself with the environment. Walk around and interact with people. Check the microphone and video if possible. This helps to calm the nerves and boost confidence in readiness for the interview.

The follow-up is key. It offers the subject/interviewee the opportunity clarify a question or answer, also retract or address a point raised in their own reflection. Lastly, saying thanks and asking for feedback demonstrates a willingness to learn and maintain communications. More opportunities can come from this.

Dado que aun muchas empresas no cierran los procesos de reclutamiento con los candidatos descartados y menos aun les dan feedback de por qué fueron eliminados del proceso, lamentablemente nos toca hacer su trabajo de forma proactiva para mantener la llama encendida y subir nuestra puntuación de presencia en la mente del seleccionador.

As a coach, providing transition support to clients after they get hired prepares them better than to deal with workplace challenges. I focus on the following with my clients post-hiring 1. Identify or Develop a (tentative) career progression plan for themselves for the next 2-3 years timeframe in the context of their new organisation. This gives them a clarity about the way forward. 2. Prepare a 90 day action plan for themselves incorporating the elements of a. building better familiarity with their job role and responsibilities, b. understand the organisation's ecosystem to be able to adjust better. The above two take care of the short-term and the long-term goals for the client.

Como digo en mi libro "Gerente de Cambio" y como repito muchas veces en mis conferencias y talleres sobre gestión de cambios: "El objetivo de todo cambio es su sostenibilidad", asi que, cualquier estrategia o herramienta que ayude a lograr dicho objetivo, será sobradamente recompensada.

I once heard in a job interview the question: what are your next goals in life and how do you think working with us could help you reach those? I think this sets the standard for a career change: do something which adds value to your life because then you will surely add value to the company as well. If you are younger and still learning, go for a career change where you learn a lot and where you can increase your income the more value you add to the company. The minute you feel that you are no longer learning, discuss it with leadership and/or make a career change after that if there is no opportunity for you anymore. Don't burn bridges, be an adult, always be fair and clear with your intentions and goals when you communicate.

Practice makes perfect / learning by doing. Find the areas that need optimising by not only sharing theories and finding weaknesses that need to be improved, but also encourage the "client" to proactively apply to open roles. Finally, actively learning how to optimise the personal brand. Make sure to communicate that fall backs are normal, negative outcomes are part of this procedure.