Quels sont les éléments les plus importants à garder à l’esprit lorsque vous coachez un client sur les techniques d’entrevue ?

The best way to know your client and what they bring to the table is to have them think through where they see themselves in 15, 10, and 5 years. Many people, especially college students haven't thought about the 30,000 ft view of their lives. Knowing where you want to be is a helpful exercise to help you figure out what job you want now. The "Future You" exercise isn't just about the professional aspect. You also want your client to consider their personal life and how the work they choose contributes to that aspect.

Understand what the candidate brings to the table and also understand what the company tends to ask during interviews. Some organisations used behavioural interviewing and others do not. It's important to be aware of the types of recruiting process the company does, to ensure that your client can present themselves in the best light to fit the way that company assesses candidates.

The best way to research the industry your client is focused on is by using LinkedIn to find and connect with people who have the job your client wants to have. This helps your client not only get insider info about what the job is like but also helps them build their network.

Knowing what you want to ask people in your industry is the first step of building your network. You want to focus on quality of people meaning people who are Peers, Future You, and Future Boss. Peers are people who are just like you maybe 3-12 months into a job you're interested in. These people can help you learn more about the current interview process and what the job is like. Future you is the label people who are 3-5 years into the job you want. Those people are good at letting you know what the job entails and what skills you should brush up on to be an attractive candidate. Future Boss refers to the group of people who you would report to if you were to get the job. These are the decision makers who will interview you.

I would certainly suggest working with your interview coach to help create an interview guide/rubric so you can feel prepared for the interviews. The second thing would be to network with people at the organisation and try to get an insider's look at what the culture, working patterns, expectations and projects the company is working on and position yourself as someone that can contribute to these projects or goals.

Companies look to hire someone because they have a problem that needs to be solved. Your job as an applicant is to explain to them how you are the solution to their problem. You identify the problem by looking at the job description to determine what is it that the tasks are asking you to do. Once you figure out the problem, start working on examples where you've solved similar problems before.

Sugiero a mis clientes que hagan una lista de lo que pueden aportar desde su experiencia, formación y skills que sean relevantes para ESE puesto en particular, en base a todo lo que hayan podido averiguar. Luego elegir estratégicamente qué logros se ajustan a lo que esa empresa necesita para ese puesto. Una clienta que había ocupado puestos de liderazgo, me contó en nuestra primera sesión que en una entrevista para un puesto de especialista en una empresa más grande de la que trabajaba, se explayó hablando sobre su rol como líder, lo que fue un gran error, ya que ya no deseaba desempeñarse como líder. Todo esto se evita dedicando tiempo considerable a preparar la entrevista y enfocar las respuestas a cubrir la necesidad de ese puesto.

What exactly is your value? Is it your ability to unlock revenue opportunities? Is it your ability to hire and train exceptional talent? Bring that to the table

The candidate needs to really take time to reflect on their value, what they bring to the table, what they have achieved and what they can do at their target company.

Feedback is really a gift and needs to be taken on. This allows you to improve your interview techniques and analyse where you can improve to really shine in your interviews.

Assisting a client in being comfortable with owning their personal brand, confident in the value they can add to an organization while being articulate and succinct in their presentation of why they are the ideal fit for a role is key to preparing for an interview. I also like to remind clients to remember that an interview is simply a conversation to determine if an agreement to work together is in the best interest of both the interviewee and the interviewing organization. The cherry on top is always making a good first impression and dressing for the desired role - whether at a networking event, an interview or your LinkedIn head shot.

If you feel stuck, start by going through your entire work history and brainstorm a few projects or initiatives you are proud of. Then dive into the details on what you needed to do in order to achieve those things. That's a great starting point on what you can bring to an organisation.