How can you help mentees prepare for job interviews?

In addition to researching the company and role, look into the people who work there currently or in the past. You can find them through LinkedIn searching and it reveals a treasure trove of useful information that goes well beyond their alma mater. A client of mine was interviewing at a major pharmaceutical company and found a ton of information that he could cleverly incorporate during interviews. For example, career longevity was common in the company. Employee profiles we viewed ranged from 7-26 years! That says a lot about an organization and we focused on the ability to move up as one reason he wanted to work there (which was true). He also found a wedding announcement that had lots of details about a person who was interviewing him.

Researching the company includes all of the things mentioned in the paragraph to the left. It also includes contacting people in one's network who can provide information about the company, connecting with people in the company who are on LinkedIn, and asking for 'information interviews/discussions' with those people who can provide 'on-the-ground' information. Leveraging one's network is important in searching for and landing a role. Asking connections to make introductions to people who work at that company can be valuable. You don't want to be a name on a piece of paper (electronic or physical), you want the individual at the company to recognize and know who you are.

On top of researching the company and the role, try to put yourself in the shoes of this role. What would be the top deliverables you can contribute with in the next 3, 6 and 12 months? Why would they be choosing you? Are you a candidate for whom this role is an obvious, natural progression based on previous experience, or is this a change in career/industry for you? What can you offer that distinguishes you from other candidates, in each of these situations? It is sometimes very helpful to fully understand the role of the hiring manager, too. What is the utility of that team in the bigger context of the company machine? What team composition currently exists and how are making it stronger?

Trusting your potential and ability to achieve is a very important step in any transition process. Studying the company, its market, products and purpose will also be information that can help a lot in achieving success in the process.

Helping them translate the job description in plain words and make it relevant to them according to their current hard and soft skills.

Many clients I coach are not familiar with the words "applicant tracking software" (ATS) or how it was hurting them in their job search. When you apply for a job online, a computer reads your resume, not a person. And the computer is looking for formatting, characters, spacing, certain words, etc. If your resume is not ATS compliant, you could be the perfect candidate and you might not be selected for an interview. That happened to a client of mine who was invited to apply for a role and submitted through the online portal. She was rejected, couldn't understand it, and contacted the person who asked her to apply. The employer didn't get her resume because the ATS kicked it out. Learn about ATS and consider hiring a certified resume writer!

It is essential to always keep your CV updated, Linkedln, Instagram, Lattes or any database that can present the portfolio of results of professionals looking for a job. All of this is part of the candidate's business card.

One thing I found helpful is to prepare some questions and do a quick role-play with the mentee. You can never be too prepared for an interview and nothing goes to waste as any prep now will be valid for the next interview, if not successful this time.

Putting together a professional-looking and professional-sounding profile and resume can be very challenging. These days preliminary screening is often computerized. I believe that it would be worth your while to invest in having a seasoned, professional with experience in CV writing, review your current documents, and help you get them up to par so you will stand out as impressive before they even meet you.

A verdade é sempre a melhor opção. Aliás, ter carater é não é uma habilidade que pode ser ensinada. É nato de cada pessoa. Por isso, demonstre seu interesse genuíno em querer a vaga e mostre as qualificações que podem lhe auxiliar nesta conquista. Mostre honra para assumir suas resposabilidades e pró-atividade para contribuir com o crescimento da orgnização.

In my experience coaching clients that are preparing for an interview, it is crucial to think through answers to behavioral questions that will be posed so that you can answer in an open, objective, and engaging manner. Make sure to walk them through your failures and how you learned from mistakes. Include instances where you leaned into your team members to assist you with projects or a difficult situation. Interviewers are not looking for perfection, they are looking to see if you show up with vulnerability, humility, and real life experiences that have contributed to your growth as a professional.

A job interview is an audition. If you can get an interview, you can get the job. Your qualifications have already passed muster and now the organization wants to see what type of fit you would be, how poised and prepared you are. Here are some tips: - Research commonly asked interview questions. - Think through what information is sought through those questions, what the employer really wants to know, and practice answering them. - In particular, prepare to answer "tell me about yourself" and "why do you want to work here?" - Prepare examples in advance of your significant accomplishments, difficult situations you navigated (and how), what you're looking for in a role. - Prepare to describe your strengths and how they match the role.

It's crucial for mentees not just to know answers but also how to handle the unknown. Encourage a calm, confident mindset to manage uncertainty. As the saying goes, "facts tell, stories sell." Improve their storytelling skills to creatively share relevant experiences, even when directly unsure. Guide them in tactfully handling tough questions, showing it's okay to take a moment, think, or admit not knowing, yet remaining composed and professional. Preparing for the unknown builds interview resilience.

Technical interviews require advance preparation which means candidates should seek clarification about the tasks and objectives. Is the goal of the interview just to do the technical work? Or is it to really understand the impact within the context of the business case? When I coach, I steer mentees in two directions: (1) technical competence, and (2) critical thinking. This requires mastering the skills to be applied during the interview but also understanding what the results mean for the bigger picture. Even if the company is hiring a doer and not a leader, an understanding of these linkages is paramount. If the company is hiring a leader, strategic and critical thinking is often far more important than just technical competency.

I am not a fan of the STAR method. Translating your experience and then relaying it back, is way more difficult than reviewing your top accomplishments and career highlights and then telling compelling stories. This works for both experience AND behavioral questions. You want the company to remember how you exceeded their priorities in hiring, were interesting, and able to respond quickly and authoritatively. High level generalizations make you sound boring, and like everyone else who is applying. Be dynamic and enthusiastic about what you've done! You can take the same 2-3 stories to answer any question that comes up. Prepare these, NOT answers to questions and you will stand out!

I always ask my clients what they are going to wear to their job interviews. Because I work with professionals, they are somewhat dismissive of the question. "I have a suit," they will say. But how old is it? When is the last time you tried it on? Is it tailored to flatter your body? Is the color right for this occasion? First impressions are made in 7-30 seconds and are based primarily on nonverbal cues - how you walk, posture, eye contact, and attire. Clothing also impacts how we feel. If you are wearing something that doesn't make you feel like a million bucks, it will come through. Take some time to create a look that looks the part you're auditioning for. Visualize every aspect of the interview and how good you will feel acing it.

Uso da roupa é bom-senso e deve ser adaptada a cada ocasião. Porém, se você é uma pessoa extrovertida, que gosta de looks mais despojados e coloridos, recomendo usá-los na sua entrevista, mas de forma comedida. O mesmo vale para você que é formal e prefere tons monocromáticos. Está é uma boa oportunidade para conhercer mais sobre a cultura da empresa, saber o que é valorizado e se você se encaixa neste contexto. Não adianta usar uma roupa somente para a entrevista para causar boa impressão e depois você não se adequar ao estilo que a corporação adota. Seja honesto e use roupas que demonstrem a sua autenticidade.

Auch, wenn im späteren Job lässige Kleidung getragen werden kann, ist ein Vorstellungsgespräch für diesen Job immer noch ein besonderer Anlass, der keine Verkleidung aber doch eine "Ich-habe-mir-Mühe-gegeben-und-erkenne-den-besonderen-Anlass"-Kleidung fordert.

Personal presentation is another element that can help in the process. Being dressed appropriately and in a manner compatible with the intended position creates a window of exposure for the candidate.

Dressing appropriately is a matter of interpretation. It means different things in different organizations. When in doubt, ask people who work in the company that you'll be interviewing with. If you don't know anyone there, ask people in your network about the dress code in that industry. Make sure that you try on your clothes a few days before the interview. Ensure they are clean, pressed, fit well, and are comfortable. There's nothing worse than a too-tight pair of pants or an ill-fitting shirt. Your clothes should be contemporary, but not flashy. You want to be remembered for your interview responses, not how you dressed! Overdressing is always better than underdressing. Feeling good in your clothes will help you shine!

I've heard it said that there is no such thing as on time - there's only early or late. That definitely applies to job interviews. I've seen people run in the door panicked because traffic was bad or they had trouble finding a parking spot. Don't let silly details sabotage your professional demeanor like that! Hit the road ridiculously early to avoid the stress that comes with running late. If you're early and it's possible, use that time to observe the working environment you might be joining. Do people seem stressed or relaxed? Happy or miserable? How are they dressed? Is the environment formal or informal? Is the setting modern and conducive to the work that you would be doing? Are you offered anything? It's all data for your decision.

Punctuality demonstrates responsibility and interest in the selection process. Maintaining politeness and cordiality shortens the interview process.

Arrive early, but not too early. As an interviewer, I always hated that the next interviewee was there 30 - 45 minutes early. It created stress for me. I'm sure I'm not the only interviewer that has felt that way! 10 - 15 minutes before your interview is a good time to arrive. If you are there ridiculously early, wait in the building's coffee shop or elsewhere. Bring copies of your resume. It's old school, but shows you are prepared. Be friendly, polite, and responsive, even if your journey that day has been one from hell! Compassionate interviews may care about that; most won't. They have a job to do and don't want other things to get in the way. Thanking the interviews is par for the course. Showing interest in next steps is too!

Ser pontual e ter o compromisso de atender ao estabelecido no processo seletivo é muito básico. Faça um planejamento de questões como deslocamento e logística diária, antes mesmo de se candidatar à vaga. Na entrevista, seja gentil e educado com todos e todas, indiferente do cargo e/ou posição que ocupam. Isto vai demonstrar seus valores e respeito com as pessoas, o que pode ser essencial durante seu desempenho no futuro cargo.

Interviewing is a two-way street. People in the organization are interviewing you to determine if you would be a good hire and fit within the organization. You are interviewing people in the organization to see if you would would be a good fit and would like to work there. Too often, interviewees give away their power. They do everything possible to fit the organization, even if it goes against their values. New hires being value to the organization as @Sam Moran states in his response. Know your value. Be able to articulate it clearly. Own it!

Don't forget that interviews are a two-way street. You are also interviewing the organization to see if it's a good place to work, evaluating the environment where you'll be working, and to meet the people and discern if it's a good fit for you. If you haven't already, take a values assessment to figure out what is most important to you. Is it security? Recognition? Power? Altruism? Knowing yourself enables you to ask questions tailored to elicit the information you need to be happy at work. Before every interview, write out a list of your own questions that you want to ask when given the opportunity. Also, a good question to ask a hiring manager is "what would I have to do to make you say, a year from now, that I was a really great hire?"

Remember that you are bringing value to the organization. At the end of the day you are selling your time l, skills, and knowledge to your employer. And they in turn are selling it to their customers. Ensure that you are getting the best price for the value you provide. You are the only judge of how valuable your skills are and if rated how they are rated. Remember the old adage the difference between a million dollar horse is a nose. Do not underestimate or undervalue your skills. Do your research and understand the company needs and if you can meet them and more important at what level. If rated are you a one or a ten? In the interview ask questions be prepared. Find out what is important to them. And focus on those areas.

Remind them that a job interview is a two-way process. It's their opportunity to see if the organisation is a good match for them. How do interviewers treat their colleagues? What do they say about previous team members or the person who was last in this particular role?

It's important to keep in mind that interviewers are not looking for the "best" candidate. They're looking for the "right" candidate for that particular position, working with that particular manager, for that particular department, with those particular restraints etc. So you should do the same. Make sure that you understand what this position entails, and try to find out what limitations exist, what the positives are, etc. Remember, you are also interviewing them. Honesty is the best policy! Since the goal is for both sides, the interviewer and the interviewee, to feel that they are the right, potential match!