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‘The Secrets to Job Interviewing’. That’s the title for our Skill Sharpener / Lunch+Learn Webinar today, which is sponsored by Citrix GoToMeeting Corporate and powered by GoToWebinar. WELCOME EVERYONE<<change slide>>My name is Todd Lewis and I’ll be your moderator today.
We’ll do our best today, to get all your questions answered, but it MAY not be possible to respond to everyone. So apologies upfront for that. In terms of feedback and suggestions on today’s Webinar. When you exit today’s session, there’ll be a prompt to take a short survey. I do encourage you to take part. As an incentive for participation you’ll have the opportunity to request a link to the slides from today’s presentation. [[[NEXT SLIDE]]] Now of course, it wouldn’t be an online event if we didn’t mention Twitter.
…so if you are on Twitter, we’ll be using the hashtag#jobinterviews. Please do feel welcome to join the conversation there DURING and AFTER our Webinar.<<NEXT SLIDE>>>With the housekeeping out of the way, let’s give a warm virtual welcome to our guest speaker, Philip Garside, joining us from Melbourne.Welcome Philip!
A quick background on Philip.Philip is one of Australia’s leading consultants in Human Resources, and during his 18 plus year career, he has provided training courses to many of Australia’s major organisations, both private and public. On the topic of job interviewing, he is, the author of the bestselling book, The Secrets to Getting a Job, a book I regard as by far the best I’ve ever read on interviewing. And to further illustrate how honoured we should feel to spend an hour with him, there are times when his clients will fly all the way from New Zealand to Melbourne, take a cab directly from the airport to the office – spend two hours with him – taxi right back to the airport and fly back to New Zealand. Sure the might have thought about using GoToMeeting, but there’s no doubt this guy is good at what he does, when people are willing to take those measures to spend time with him.[[Next Slide]]Lastly, before I hand over the virtual stage to Philip . . .
One of you with us today, will be the lucky winner of Philip’s book. We’ll announce the winner toward the end of the webinar. So stay tuned for that.[[NEXT SLIDE]]Enough from me. I’m going to turn the virtual stage over to Philip and we’ll start uncovering the secrets to job interviewing. Philip, take it away!
9 am or earlier GMT10 or 11 am GMTNoon or 1pm GMT2 or 3 pm GMT4 pm or later GMT
Questions and answers.Announce the winner.
We’re just about to wrap up today’s Lunch+Learn Webinar, but before we do so, I do want to tell you a little more about our sponsors. GoToMeeting is a fast and easy to use online meeting tool. GoToWebinar, is the online tool of course, we’ve used to deliver today’s Webinar. Rather than give you a list of all the great benefits these tools deliver, I instead invite you to test drive them for free and discover first-hand. To do so, simply request a free trial via the exit survey that will pop up as you leave the Webinar.
Speaking of the exit survey, besides the opportunity to receive the slides from today’s webinar and/or request a free trial of G2W/G2M, you’ll also be able to provide us with direct feedback on today’s Webinar helping us to improve and continue to provide you with the best lunchtime educational Webinars on the planet.
The Secrets to Job Interviewing
The Secrets to <br />Job Interviewing<br />Listen to audio over your computer speakers <br />or you may phone in:<br />Australia #:02 8014 4932<br />New Zealand #: 04 974 7212<br />Access Code:629-127-087<br />We will begin at approximately Noon Australian EDT <br />
The secrets to<br /> job interviewing<br />Philip Garside3 Feb 2011<br />
Relax, this is a <br />webinar, there are <br /> no role plays.<br />
What sets my work <br />aside from others is <br /> that it is researchednot just opinion.<br />
Skills and desire should<br /> be enough, perhaps <br /> desire and the <br />willingness to get the<br /> skills should be enough.<br />
How effective do you believe the selection processes are at your work place?<br />POLL<br />
Some people who are<br />good workers struggle all their life to get jobs, get promoted and generally <br /> advance in their life. <br /> Others who are no better <br /> workers get jobs easily, <br /> get promoted, buy <br /> houses, get married, go <br /> overseas for their holidays.<br />
If an interview is<br />a performance;<br /> how did you perform<br /> at interview? <br />How do you play<br /> your part if you <br />do not know what<br /> the script is? <br />
If selection processes are a <br />game; how can you play if you do <br /> not know the rules of the game.<br />
Current selection processes the world over <br /> are not about the best person for the job. <br /> Current selection processes are about who <br /> says they are the best. <br />
Do not attach your<br />self-esteem to this process.<br /> Do not validate<br /> an invalid system<br />
What they honestly <br /> believe and say they <br />want, and who they <br /> choose are often two <br /> different things.<br />
Across industry, across different jobs and across <br /> different levels you hear<br />the same questions and certainly the same types<br /> of questions being<br />asked again and again. <br />
Each time the same<br />good answer is recognised<br /> as a good answer.<br /> And just as importantly, <br /> the same bad answer <br /> is recognised as a <br /> bad answer.<br />
There is no such thing as the right answer. Interviews are not some sort <br /> of oral exam. There is only ever the right approach.<br />
The right approach.<br /> The right mindset.<br /><ul><li> What is the best use of this question to me?
How do I milk the question for all it is worth to me?
How do I manipulate this process from the passenger seat?</li></li></ul><li> It would be unusual for there to be only<br /> one factor that influences interviews. <br /> Usually it is a number of small pieces of the <br /> jigsaw making up the <br /> bigger picture. <br />
The merit side ofthe equation, concrete, tangible, testable.ExperienceSkillsKnowledgeInformationQualificationEducation<br />
What is valuable on the merit side?<br />Wisdom<br />Insight<br />Understanding <br />
These three words should become your mantra on the merit side. <br />wisdom,insight, andunderstanding. <br />
The likeability side of the equation, <br /> intangible, not measurable, detestable and often not<br /> even job related. <br />Fit inPersonalityAttitudeAppearance <br />
Three that we needto add and discuss . . . <br /> Honesty Sense of humourReflection factor<br />
The person who gets the job,<br />in an open competition, on most <br /> occasions is the person who demonstrates the wisdom, insight and understanding and at the <br /> same time is likeable. <br />
If you are not getting <br />interviews work more <br /> wisdom, insight and <br /> understanding into your resume and less information.<br />
If you are getting <br /> interviews but not getting the job work <br /> on your likeability.<br />
3<br />great<br />Reasons<br />to fill out the exit survey<br />
1<br />3<br />great<br />Reasons to fill out the exit survey<br />Reason #<br />You can request a link <br />to today’s slide deck<br />
2<br />3<br />great<br />Reasons to fill out the exit survey<br />Reason #<br />You can request a <br />free trial of GoToMeeting<br />and/or GoToWebinar<br />
3<br />3<br />great<br />Reasons to fill out the exit survey<br />Reason #<br />You can provide feedback<br />on today’s webinar.<br />
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