Concise Interview Preparations

A job interview is an opportunity for you and your potential employer to:

Mutually evaluate the fit between your Skills, Experience,Qualifications and the position being considered.
There are a number of measures which you could take to ensure a favourable outcome for your job interview.

Before the interview. Steps you could take to prepare for the interview:

Know yourself.  Look at possible areas you may wish to address:

  • Are your interests consistent with the general career area and this specific job?
  • What are your employable skills and how do they correspond with this position?
  • Is this opportunity compatible with your work values and career goals?

Know the organization:

Research the organisation to gain knowledge and the background of the organisation/industry. Its products/services. Also the position itself will increase your self-confidence and demonstrate your interest in the job.

Consider the match betwen you and the organisation for congruency.

  • Career interests,
  • values,
  • skills needs in relation to the specific job you are pursuing.

The better you relate these match to the employer’s needs, the more successful you will be.

Prepare yourself for questions. No one can predict the exact questions an interviewer will ask but you could prepare and think about how you would answer some of these questions:

  • What are your greatest strengths and weaknesses?
  • What do you know about our organization?
  • What are your most significant career accomplishments?
  • Why are you interested in this position?
  • In what ways have your job prepared you for greater challenge?
  • Describe a difficult situation that you have encountered and how you managed it?
  • How do you perform under pressure?
  • What have you done to improve yourself over the past years?
  • What are your career goals?
  • How does this job relate to your career goals
  • Where do you see yourself in five years?
  • Why should we hire you?

Bring along the necessary documents. Always carry extra copies of your resume and a set of your supporting documents to the interview. Here are some key pointers at the interview itself, to a successful interview:

Dress appropriately. To create a favorable impression, you must be neatly groomed and appropriately dressed for the interview.

  • Overall, be immaculate. A good appearance reinforces your many positive attributes.
  • Be punctual. The first opportunity to make a favorable impression on the interviewer is to be punctual. Try to arrive at the venue at least ten minutes early so that you can collect your thoughts.

Use body language to show interest.

  • Greet your interviewer with a smile and a firm handshake.
  • Sit up and make frequent eye contact and of course smile, nod and give non-verbal feedback to the interviewer to show you’re keen.

Ask questions to augment your level of interest. It is important to provide good answers to interviewers’ questions, you must also be prepared to ask interviewer pertinent questions during the interviewing process. Your questions should reflect a sincere interest in the organization and an awareness of the employer’s needs and how you can fulfill them. Examples of questions:

  • Could you describe your corporate culture?
  • What training programs will be offered in this position?
  • How will my performance be evaluated?
  • What opportunities are there for growth over the next 12 months? In the next five years?
  • What are the challenges of the job?

NB: Be sure to relate the answers to your career goals & values.

Concluding the interview. Most interviewers will conclude the interview by indicating when you can expect to receive further word on your status as an applicant. However, if the interviewer does not volunteer this information, do ask. This will help you to follow up your interviews within a reasonable time frame.

After the interview. As a matter of courtesy, it is important to send your interviewer a short thank-up letter after the interview. Basically, it is to thank the interviewer for his time and to express your ongoing interest in the position. The letter should be neatly typewritten to ensure a professional image.

This article brought to you by TJWZ, your Passionate Self Development Coach.

To get started on Coaching getyour copy of Coach Start Manual from Coaching Directions @ TJWZ

Have you ever felt unsure of yourself as a coach? Scared that you might not have an answer for someone? Worried you’ll give the wrong advice? Concerned they’ll think you’re a fraud?

The biggest difference I seem to make with the new coaches I mentor is in the area of confidence. Sure I help them with designing their unique coaching session, marketing and business set up. But their main block is often lack of confidence.
What if you have – RIGHT NOW – much more to offer a client than you think? What if you could make a big difference to someone’s life right now –before you get your qualification? What if you could go out and get ten new clients after reading the information in this article?!

In the CoachStart Manual™ which my partner David Wood detail seven insights which will help you obtain confidence – right now. I’d like to give you the first four of these insights here in this article.
Here are some valuable things you can offer to a client – RIGHT NOW:

1. The way you listen
Most people listen in the “waiting for my turn to speak” mode. Or noticing if this is boring or entertaining.
But the coach listens with undivided attention. A coach listens from “Is this moving forward?” “Does this sound like what they really want?” “Are there any actionable steps to take?” Simply by both of you coming together to look for ways the client can progress, they are getting something they don’t usually get from conversation.

2. Being there each week
It’s amazing how much a person will get done just knowing there is someone to hold them accountable. They know next week you are going to ask them, “Did you do it?” Just by being there you are helping them discover what is important in their life. (It’s like having a running partner. Without the partner there you may not run as far or even get out of bed. With a partner your attention is on running, and you run further, faster and with more fun!)

3. A Sounding Board
Being able to talk about their issues lends clarity. Just discussing what has been clanging around their heads all week is valuable. Have you ever been trying to solve a problem and getting nowhere until you had a chance to talk about it with someone? You are giving your clients a chance to do that every week.

4. A Second Head
You may be able to see what they are doing in a new light. You may have a different perspective allowing you to see their blind spots. Some things may be obvious to you, but don’t even occur to them. You might have different ideas they wouldn’t have had.
* * *

To get started on Coaching getyour copy of Coach Start Manual from Coaching Directions @ TJWZ

To find out more about Tina Jessamiene Goh and what she does, Contact Us NOW!

When you are at the networking event and you go up to a person and told them you are a coach, what was their immediate reaction?

Well I’m sure that almost all the time, you are mistaken for a sports coach – even so if you have a physique that matches one! Technically they are right, because modern business coaching has its origins from the sports world.

Collectively, coaches are synonymous to sports. They centre on the aspiring sportsmen/women on performing at their ultimate best, whether individually or as a player in a team. Coaches are the driving force, momentum builder, the pillar of support and always continually pushing their charges for excellence beyond their present successes!

The sports world is varied, and there are many different approaches to coaching. Essentially there are four different styles as described below. As you read, remember, no two sports are the same and so are their coaches. However, they all have one thing in common – their ultimate goal: encourage their coaches to be the best they can be!

1. The fun coach
The fun coach is more interested in taking part and having fun than in winning. Words used by this type of coach is, “Give them all you’ve got, but if we win, that’s fantastic. If we lose, that’s cool too. You’re here to have fun so ‘go out and have fun.”
This style of coaching is ideal for coaching children. This coach enjoys the game and taking part. If you’re late for practice or don’t turn up, it’s no big deal. The coach’s approach is friendly and non-threatening. As a result, everyone likes the fun coach.
The downside of a fun coach is, talented players get bored because they are not stretched to their limit. These players may leave to join a better team—or they may be stolen by a more ambitious coach!

2. The technical coach
The technical coach believes that success depends on being mentally and physically focused, and expects high levels of commitment. This coach uses words like, “Being a successful athlete means giving 100 percent of your performance. You have to be committed to the goal. Every activity can be broken down into elements. Practice those elements over and over, and in time, you’ll improve.”
This coach is the technical coach. Measurement and repetition are the focus for improvement and is based on breaking down each activity into the nuts and bolts or component parts.
Being coached by this person can be difficult. It’s not sociable, and sometimes this can strain the coachee’s relationships with others.

3. The bigmouth coach
The bigmouth coach inspires a team through fear. For example, the bigmouth coach might say, “If you can’t give your best, then I don’t want you here. There’s no room for losers! You know what’s expected of you, so you better deliver.”
Excellence is expected of big mouth coaches and he/she despises failure. This coach makes it very clear what is expected, and the team feeds off the coach’s energy and self-belief. The bigmouth coach disparages the coahees and seldom gives praise. However, when this coach does give praise, it is sincere and highly valued.

4. The democratic coach
The traits of the democratic coach mutual trust and confidence. The democratic coach would say, “I set tough goals, but I know you can reach them. I’ll do everything I can to support you. If you succeed, that’s you know you’ve reached greatness, but sometimes you fail and it’s inevitable. It doesn’t mean you don’t have the ability or but I still belief in you.”
The democratic coach has a calm and confident manner, and believes in every coachee. This coach often delegates responsibility for coaching to assistant coaches and empowers the players themselves from the trust built between them.

In the sports world, a coach is judged solely on the performance of his or her coachees or team. Although coaching styles may be different, the central focus is the same—to enable individuals and teams to reach their full potentials. Modern business coaches don not differ much. That drive and support to the coachees to excel and be the best they can be is still inherent.

TJWZ

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TJ & Mike

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