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Snippet of Find Your Dream Job: 3 Steps to a Successful Job Interview, with Felicia Rivers

Last Played: March 19, 2021
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Felicia Rivers, director of talent at the Tillamook Creamery Association, talks about how to ace your next job interview. Figure out what is driving you both personally and towards the company you are applying to and please do your homework.
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and you say there are three steps the best applicants take in job interviews. Let's go through them one by one. The first one is you say, you gotta know what drives you. What do you mean by this, Felisha? Yes. When you're looking for work, you should understand for yourself. And this is really just for you. The person looking for the role that you should understand. Are you looking for a new title? Is a career advancement? Is it more challenging work? Do you just want to move to a new city? Whatever your driver is, that's okay. But you should understand what that is and then go out and research organizations and industries that will provide you with that. But why is that important? I mean, isn't a job search kind of like a shopping trip? Are you checking out the employers to Felisha? Oh, absolutely. I always tell folks the job interview is just as important for you as it is for the employer. We spend more waking hours doing our work than we do spending time with our families. So it's so important to understand what your driver is so that you can find that position and that company that will get you those things that you're looking for that are important to the enrichment in your career. But what comes first, is it knowing what your driver is, or is it curiosity about whether a company or job might be interesting? Uh, because I'm sure there are people out there who know. Okay, this is what I care about, and this company provides it. There might be other people who say, Well, I'm not sure about this place. Why don't I just send it an application and see what happens? I think it depends on where you are in your career and what you're trying to do. There are folks that are looking to change their career completely. So you've done one thing for several years and you'd like to explore something new. So that would be the time when it would be really good to be able to check out an organization and see Hey, is this something that I would want to do? So doing some research and finding folks in that organization to be able to do that would be great. There are other folks in their career who know exactly what they want to do. So then they can go to those organizations and find places that will match up with their values and what's important to them. For you as a human resource director, when you're talking to a candidate, I bother, uh, phone or via zoom, call or, in the old days, face to face. Why was it important for you to know to to see that a candidate knew what drove her? What? Why did that matter to you? I think it's really important when someone comes to your organization that they understand what they want and how that fits in alliance with what the organization can provide. Also, organizations want to know that you are interested in coming to work for them, not just to get a job. Do you risk turning off an employer if you talk too much about your own motivation and and not about an employer's needs? I think there's a there is a line. I think it's really important if you can marry the two. So talk about what you're looking for and how what you're looking for can help you be successful and help that organization organization drive towards their goals. And Felicia, what about a candidate who doesn't mention a motive? The motivation? Why, uh, you know what drives them and why they want to be at that company is Is that, uh is that a turn off for hiring manager like yourself? It's not a turn off, But I typically will ask. I always ask what interests you in this organization and in this role. So I asked the question. And do you find sometimes that people don't know the answer? Sometimes I take that depending on the level. Sometimes when you're looking at someone who's coming in as an entry level person, they may not know yet, so you have to have grace. And But if you're mid career, you probably need to reflect on that and and have a an explanation ready before you walk in the interview room, don't you? Absolutely. Now you have three steps here, you see successful candidates take, uh, in a job interview. The second one is they know which companies offer what drives you. In other words, uh uh, if your candidate you know what the companies are that offer, what drives your your motivation? What did you tell us? more about this. Felicia, what does that mean? So now you know that you are looking for the next level in your career. We'll just use that as an example. And you also know that you would like to work for a particular industry, and you've now narrowed that down to even a few companies. And what you have decided is that those companies will provide you with either the growth or stability that you're looking for. And they're also going to provide you that challenging work. Now that you know those things, you want to do a little more research with that organization. You want to understand what's going on with that company recent news products, that they sell things like that so that when you come into your interview, you are able to speak to how what you bring to the table matches with what that organization is headed towards. And how does that help a candidate in a job interview? When they do that, it's very impressive to an organization number one to know that a candidate has done their research about the organization prior to stepping into that interview. It shows a level of interest just in itself that you've taken the time to go out and look at the products or look at the website. You know what the latest news is? Hey, I noticed you guys are opening up a new store in such and such place. People are impressed by that, but it also shows that you do have an interest in that organization. And in your experience, what percentage of candidates walk in the door knowing those things? You know, it depends on the level. So as you get higher in the level of role, so manager, director and above that is probably 70 80% of the folks that have that. So you can see there's still a gap where folks do show up and they don't have that information. And the people who no those answers and have done that research. How much time do you think they've spent preparing getting clear about that before the interview itself? Felisha. I have seen, based on how folks answer questions and the questions that they ask us, that people have spent anywhere from 2 to 4 hours researching because we have people that will go so in depth as to look at folks that they will be interviewing with Look their profiles up on LinkedIn. They have understood their backgrounds, and so they have questions about that. I have people who understand the products, and they've gone out to the marketplace and look at those products. So there is a wide array of how well folks prepare. And the more you prepare, the better you do in the interview. Can you ever over prepare? Have you seen people just bludgeon you with facts and insights in an interview so much that it was actually a turn off? Absolutely. You you want to know a lot. But you also don't want to come into the interview giving the impression that you know more about the company than the folks you're interviewing with. And how about curiosity? Palatial. You've got to do your homework. Uh, is it a good thing to ask questions? Uh, that, uh, particularly for questions subjects you might not have been able to research before the interview? Absolutely. I think it's wonderful for a candidate to come in and show genuine interest and much like the question you asked me a moment ago, you have to temper you know how many questions you ask and what you're asking, but absolutely, it is a great thing when a candidate is asking questions and trying to understand a bit more about that organization. And again I come back to the candidates and I think I understand why people say this. But people who are doing a job search, they're curious to know about a company, and they may walk into the interview knowing very little, Um, uh, is that really a problem? Do you? Do you never see successful candidates? The people get offers, Uh, are they are there situations where they don't do the research? And they still managed to get the job that happens. It's rare, and it really I'll be honest with you. It depends on the personality of the organization that you're interviewing with. And you might ask me, What do I mean by that? There are companies that this is very important to them. I've worked in several industries, and I've worked places where the leadership team is pretty disappointed when someone comes in and they don't have that knowledge. And then I've worked for places that are a little more forgiving and they will accept if you have the competencies and you've, you know, shown the requisite amount of motivation that you want to come to that organization there is some
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