DEVELOPING CUSTOMISED CVs and PREPARING FOR INTERVIEW
See below a useful matrix or table to evaluate roles of interest and prepare a tailored CV that resonates with role requirements and helps with preparing for interview :
Some examples of skill types/experience required are shown for context but you should include
the ones specific to the role
Skills and Achievement Mapping against role/job description to prepare for interview
|THEY WANT : Skills type ( generic ones shown but you add the specific role requirements)plus experience
||YOU HAVE THESE SKILLS & Experience that maps to their need||Your related achievements – evidence of skills in action|
· Establishing new vision/shaping strategy
· Political acumen
· Use of models to analyse complex data
· Process –continuous improvement / step change
· P and L influence (investment/ revenue growth/cost management)
· Defining projects and programmes
· In depth specific technical skills
10 GOLDEN RULES OF INTERVIEWS
Impress at your next job interview by following these 10 golden rules says Ros Toynbee, director of The Career Coach…
- Do your research – You can’t do enough research on the organisation first. Read the trade and financial press, not just the website. Quiz your recruiter and/or people who work for the organisation if you can do that. Your answers – and your questions – should reflect that you have done your homework. That’s what really impresses, as does showing commercial awareness in the current climate.
- Prepare properly – Successful interviewing is 80% preparation. Prepare for the three key areas which all interview questions fall into: 1. Can you do this bit of the job (or learn it fast)? 2. Do we like you? Will you fit in here? 3. Will you be motivated by this job, our company?
- Understand the role – Have an answer to the question ‘Tell me about yourself’. Identify three things that you think reflect the purpose of the role well and what you bring to it. Be ready to have examples to back up your claim.
- Show competence – Most interviews these days are competency based interviews which means they want to hear your stories of how in the past you have demonstrated that particular skill – and at which level. They want to assess your track record to predict how well you will perform here.
- Know your value – Know why you want this job and be willing to explain it not just in terms of what it will do for you, but the VALUE you look forward to creating for the organisation.
- Rehearse answers – Use the ‘SCO’ formula to tell your stories. ‘S’ for situation (the problem you/the company had); ‘C’ for contribution (what you did, with respect for what you did as part of a team); ‘O’ for outcome (the results you created for the team, company, clients). Go through the job description closely and write out as many examples as you can for each skill, quality or competency listed. Rehearse with a friend or in front of a mirror and tweak until you have said it concisely and well.
- Be honest – Have authentic answers ready for the tough questions they might ask you, about gaps on your CV or why you are leaving your current organisation. Reassure, then move on. Be honest about redundancies.
- Bide your time – If you don’t understand a question or suspect there is a concern underlying it, ask for further clarification. It’ll buy you time and ensure you answer it properly. Eg. “can you give me an example?”
- Ask key questions – Have great, even challenging, questions to ask them at the end. Remember you are two professionals working to see if you are both suitable for each other.
- End strongly – Don’t be afraid to ask for the role at the end if you want it and to ask what the next steps will be.
NOW ACCEPTING NEW CLIENTS : Coaching via Skype / Facetime / 1 to 1 meetings
My career experience includes HR Director and senior executive roles in Barclays plc and Tesco plc leading major transformation and complex change programmes reporting at Board level .I have an MBA, BA and I am a member of the CIPD and Association for Coaching. I am an accredited coach with over 12 years of private client coaching experience and as an associate consultant with Penna (UK) dealing with career, life,executive and business coaching and counselling. I work in mentoring and coaching partnerships with executives to help achieve gains of importance to them.I help people of all ages, different cultures and job levels to understand more about themselves, their impact on others and how to develop across major dimensions in life.
I respect the integrity and confidentiality of my clients building on their existing great skills and abilities and evolving enhanced self guidance : ” No one in the world was ever you before, with your particular gifts and abilities and possibilities.”
Specialties: Holistic / systemic approach to coaching
Remote coaching via Skype and Apple Facetime
HIGH IMPACT CV AND INTERVIEW SKILLS
Coaching for Executive performance /High Potential including C level
First 100 days
Career Coaching/portfolio lifestyle
Coaching for powerful presentations
Executive advice on staff insight surveys
Facilitating key meetings and C- level strategic retreats engaging around people decisions that flow from business choices
Business/HR Strategy ,Change Leadership
Independent Consulting propositions coaching
Non Executive director coaching
Business Report/White Paper writing
Graduate career coaching