Passing the Job Interview Test

I have had the privilege of helping to interview for a new role at our organisation.  There were three excellent and top quality interviewees who each had very different personalities but similar skill sets.

So here is what I observed -

1. Walk into the room full of confidence and take advantage of the room.
2. Don't talk too much.  If the interview panel go quiet or stop asking you leading questions then shut up and start listening.
3. What you do outside of work is just as important as what you do inside work.  Being involved in clubs and teams shows that you think about others and are involved in the community.
4. Use multiple examples and stories from your past.  Try not to get stuck repeating the same story or point.
5. Name drop but don't drop bombs.  That is mention names of people that you have genuinely worked with and who know you.  Don't say you know the CE or similar if you really don't.
6. Make eye contact with the interviewers.  When you shake hands with someone - look at them.  It's that simple.
7. Dress nicely completely in your own style but in a way that fits the role that you are applying for.
8. Talk about what you think the key goals would be for the organisation and how you will help achieve those goals.  In education - it's all about helping people succeed and achieve.

These are my observations from three very classy and high profile applicants.  Unfortunately there's only one position on offer.  Lets hope the best candidate accepts the offer when it comes!

(Image:  http://www.flickr.com/photos/danielfellowes/4389864201/)

Kodak - F.A.S.T

FAST - now there is a business philosophy that I agree with.  Not SLOW or TOMORROW but FAST.

Jeffrey Hayzlett has a video interview showing on Meet The Boss TV where he discusses the way that he changed the culture and performance of the company by introducing a new methodology to the way that Kodak conducts it's business.

Here is the key slogan/philosophy that Jeffrey says he put in place -

• F - Focus.
• A - Accountability.
• S - Simplicity.
• T - Trust.

I love this saying.  Moving from the daily grind of an organisation and influencing employees to not only see opportunities but to grasp them and move ahead with speed.  Cut through the norms and the old ways of doing things and start getting things done!  Results matter.

CEO Interview - Viv Maidaborn

The need for strong leaders and management within Non Government Organisations and Not For Profits is just a crucial mission in life as is working for corporations and organisations.

Here is another strong player/leader that has been brought into the spotlight by HerBusinessMagazine's who's who edition.  This leader is Viv Maidaborn.  I am not going to repeat the article because if you hit this link you can take your time and read it at your leisure.

Here's my view of the NGO/NFP sector -

• There are a lot of hoops and paperwork requirements to jump through - so one needs to be nimble;
• Time is of the essence - so one needs to be quick;
• Lots of obstacles get thrown up in the way of those people who are seeking to 'do good' and improve the quality of life of others - so one needs also to be able to jump over the candlestick.

Here's my skill summary for a CEO - "leader be nimble, leader be quick, leader jump over the candlestick!"

CEO Interview - Alison Andrew

Alison Andrew is a lady who knows her stuff.  She is a high flyer in the corporate world, is on a ton of different boards and still has her feet on the ground.

Before this afternoon I had never even heard of Alison Andrew before.  Now I know more about her - she has my total respect.  It was while I was checking out the new appointments to the board for Scion Research that I saw her name and did a google search.

The first result was her Linked In profile.  What struck me was the mixture of confidence and self knowledge without the arrogance or pride that often times comes across in others profiles.

Here's what it says - "Proven leader with multi-industry experience. Executive who can span all functions from technical to commercial. Deep experience in operating businesses, growing businesses and turning businesses around. Successful track record in large corporate (Fletcher Challenge and Fonterra Co-Operative), and medium private business. Engineering and business qualifications."

So what works?  The words - proven, leader, multi industry experience, deep experience, growing, turning businesses around, qualifications.

I am impressed.  Whether or not Alison herself actually wrote the specific words is neither here nor there.  The words speak for themselves as does Alison's experience and true qualities.

For an actual interview with Alison you can click here - http://www.herbusinessmagazine.com/Articles/July+2010/Alison+Andrew.html

There are some really insightful thoughts and hints in this article.  It comes highly recommended.

(Image: http://www.herbusinessmagazine.com/Articles/July+2010/Alison+Andrew.html)

CEO Interview - Herbert Hainer (Adidas)

One of the regular features I do is post a link to video where a CEO or similar has been interviewed and they are sharing their thoughts on management and the like.

This week's turn is Herbert Hainer, CEO, of Adidas.  Seeing as how Adidas has managed t position itself as the global leader in sports apparel and sponsorship and also as how the FIFA Football World Cup is being played - Ithought - why not?  Enjoy.

Job Management - It's all in the way you market yourself

Traditional job seeking websites list positions that are put their by employers looking for the right kind of person.  This process involves -

• Having a position to offer;
• Knowing what you are looking for before you advertise;
• Having no idea who is going to apply or what the quality of applicant may be;
• Then spending hours and hours looking through and vetting CV's and reumes that were a complete waste of time.

What alternatives are there?

1. Hire people on short term contracts.  Make an initial contract no more than three months in length and watch how the person goes.  Are they a a fit?  Are they who you thought they would be?  Does their skills match their CV?  If not, you still have an opt out option.  This is fairer on them and you as well.  And if the person fits the organisation they already know the job and can continue on at full speed.
2. Use social media to source people.  Find someone who knows someone who has the skills you are looking for and find out before you hire where they are at.  This is also a great way to pick up people who may currently be overseas and are returning soon but don't want to commit in to big a way upon their return.
3. http://www.greensky.co.nz/  This website reverses the standard 'looking for employment' process.  Employers can browse over the CV's and resumes of potential employees and can pre-decide who looks like a great fit for the company.  It is also a great wat to see peoples CVs and work historys in advance.  This kind of self advertisement also takes a bit of nouse and ago which are probably both skills that your organusation needs.

Try it.  It works.

(Image: http://www.flickr.com/photos/jfgallery/3537124962/)

CEO Interview - Anne Mulcahy

McKinseyQuarterly.com strive to be the best.  There is no doubt about that fact.  How do I know?  Every few weeks that email out updates that summarise the latest and greatest content that they have available.

This month there are interviews with three top CEO's who share some of the lessons they have learnt through business.  One of the interviewees this time is Anne Mulcahy.  

Past Chief Executive and current Chairperson of the Board at Xerox - this is one very cool cat!

Here are the major points that Anne expressed -

• Don't surround yourself with yes people.  Have people on staff and on board who will challenge your decisions and will be honest with you.
• Get the right people!  You can create forward momentum by selecting the right people at the outset.  And if those people aren't the right people - go out and find them!
• Create a team that will fill your weaknesses while also challenging your strengths.
• Ask hard question of yourself and others; and have them ask those same hard questions right back at you.
• Learn what not to do.  Knowing when not to do something is just as significant as knowing when to do something.
• Timing is everything.  "Timelines trumps perfection".  Take a risk, have a go - but be smart about it.

You can read the original version of this article by clicking here and heading over to McKinsey.

You will also be able to fnd another great interview with Anne at the Corner Office.

The Missed Position

So you applied for a position within your company - one that you really wanted or coveted - and didn't get it. What do you do?

Well you can either - get bitter or get better!

Here's what I did for the person who got the job over me -

1. Congratulations. I offered them congratulations and wished them well.


2. Support. I offered and gave as much support as I could to enable them to be the best at what they have to do.


3. Integrity. I speak highly of the person when I am talking to others in the staff room or on other occasions.

Remember - you reap what you sow! Here are some questions I use to self relect -

1. Role size. Was the job the right shape/size for my abilities? If I didn't get the job because of a lack of skill - then get started and work towards fixing those areas of lack.


2. Philosophy. Did the job role and company philosophy suit me and vise versa? If not then great - I don't have to deal with those issues in the future.


3. Interview. What questions did they ask? How do I feel I answered them? Could I have handled the interview any differently?

So you didn't get the job. Don't get even - get better!

Excellence is Everything

http://nz.linkedin.com/pub/alison-andrew/8/235/a03

Leadership Interviews - Number 3

Check out this short interview with Pete Peterson, alternatively there is another great longer video over here.


Here's my take on what Mr Peterson covers -

• Longevity rules. Mr Peterson has a proven track record over time which equals credibility. When you get to Mr Peterson's age and have grand kids - you care more and you aren't afraid to tell people what you really think.


• Honesty is everything. Be honest at the time when honesty is most required - not a long time after.
• History counts. The longer you are around or are able understand the past - the more effective your management becomes as you are able to quickly react to new scenarios and situations.


• Do what you enjoy and what you are good at. There is no more full proof strategy than that.


• When you've made 'it' reinvest your fortunes into those that either haven't made 'it' or are on their way.


• Never stop thinking about tomorrow or how you can do things better.

Editors note - you may not always agree with someone and their views, but that doesn't mean you can't mine a wealth of knowledge from them.

Leadership Interviews - Number 2

Wendy Kopp, CEO of Teach for America - is a great role model. Ms Kopp is listed as having a Bachelors degree. What does that say? You don't have to have a PhD to be a great CEO!

What I find really interesting about Ms Kopp is the fact that when she first finished her study she noticed a need in the community at the low income end and ended up starting a community and social responsibility company that seeks to help under privileged kids.

Here's the lesson - if you follow your heart, use your smarts and open to change then anything is possibe.

Here's another lesson - often times you won't change the system from within, but you can create and provide solutions from the outside in.

Here is a video of an interview done with Ms Kopp.




There is also another great interview with her written up by the NY Times over here.