Facing the Promotional Interview – Part 7
Written by John on October 1st, 2008
In our last article, we looked at the perspective that interview boards must ask 3 basic questions. Let’s continue with the question that challenges a candidate to be able to do the position they are interviewing for.
3. INTERVIEW BOARDS ARE LOOKING FOR CANDIDATES WHO CAN AND WILL DO THE JOB THEY ARE SEEKING
How can a candidate convince an interview board they can and will do the job they are seeking during a 30 minute interview? The answer (from an interview board perspective) is twofold. As previously delineated, you first need to understand the parameters of the position you are seeking.
Sound like a simplistic answer? Although it is relatively easy to determine what the position you are seeking is comprised of, most candidates amazingly “strike out” when this portion of the interview is addressed! Secondly, the purpose of an interview board is to select candidates that convincingly sell their qualifications and desire to step into a new position with effective results. This process yields a list of candidates listed in numerical order of their effectiveness in accomplishing their promotional goal. Consider the following:
- Your presentation should incorporate enthusiasm, desire, and confidence. You are enthusiastic because you have a qualified package (you) to offer your department, you are ready to begin functioning in a new position, and you are excited about that prospect. If your attitude and presentation style lack these qualities, re-evaluate your desire and ability for that new position. Desire will be readily evident when you are sold on your qualifications, level of performance, and ability to step into that new position. Translation – - you can do it!
- Confidence will naturally be apparent if you have invested time in developing and honing your public speaking skills before the interview. Confidence is directly proportional to your faith in your abilities, qualifications, AND the amount of time and effort you invest in your interview preparation. As outlined in our first several articles, some candidates spend months preparing for a written examination, then spend only a few weeks or days for an interview that may be worth 50 percent of the final score. Therefore, equal time should be devoted to preparing for the oral interview. Time invested and understanding your qualifications (strengths AND weaknesses), understanding (technically and practically) the position you are interviewing for, and developing the ability to effectively present yourself will determine the degree of desire and confidence you project at the interview. Translation – - if you are unable to sell yourself or talk about your strong points to members of your family, how will you perform when you are talking to an interview board and the “pressure is on?”
- All candidates have weaknesses; some have more than others. It is not a weakness that counts. It is what you are doing to overcome the weakness. This concept will be expanded in a future article.
- An interview board cannot rate you on what you don’t say. Interview boards are not magic, and they are unable to read your mind. If you are unable to sell your qualifications and ability to do the job, who will? There are few guarantees in life. However, one guarantee is “you will not be given credit for what you don’t say”, or, “if you don’t blow your own horn, no one else will.”
In out next article, we will look at the perspective that interview boards are looking for a candidate that will relate their qualifications.
