Behavioral interview questions are usually designed to match the competencies needed for success in a role (e.g., problem-solving skills, project management skills, relationship building skills, etc.). For instance, if a job requires a person to think strategically, an interviewer might ask them to describe a recent time when they had to define a business strategy.
With that in mind, it’s useful to identify what competencies a job requires so you can prepare accordingly for related interview questions:
- Sometimes formal job descriptions will list the competencies required for a position. If not, Human Resources or the hiring manager for the role will likely share the competencies if asked. It’s certainly OK to ask about the competencies required for success in a role when applying for a position.
- You may also be able to discern the required competencies by closely reviewing the job description and “reading between the lines”, so to speak. In my experience, most job competencies fall into the three broad categories: Thinking (e.g., problem-solving, innovating, etc.), Results (e.g., accountability, time management, etc.), and People (e.g., networking, influencing, etc.). Those categories can be used as a guide for deciphering the competencies underpinning a job description. For example, while reading the job description, you could ask yourself, “What thinking-related competencies seem needed for this role?”, “What results-related competencies seem needed for this role?”, and so on.
Once you’ve identified the competencies required for a job, the next step is to recall instances from your work experience when you evidenced those competencies:
- Recall examples that occurred within the last year or less (the more recent, the better). They’ll be easier to remember and share details about. Further, behavioral interviewers usually require examples to be relatively recent.
- Avoid getting caught-up in trying to identify the biggest, best, or most elaborate example you can think of. I’ve interviewed many people who had difficulty giving examples because they didn’t feel the example was sophisticated or spectacular enough to share. Behavioral interviewers tend to focus more on the how than the what in the examples you provide. For instance, you probably take a similar approach to delegating work whether a project is large or small, but it’d be easier to convey the details of the smaller project when the interviewer asks.
- Don’t let an undesired outcome keep you from sharing what would otherwise be a good example. I see this often, for example, when asking people to describe a time when they had to influence upward (e.g., gain buy-in from senior leadership, change their boss’s opinion, etc.). They hesitate to share an example because they were unsuccessful at influencing upward. However, once they share the example it’s clear (to me as a behavioral interviewer) that their approach to influencing was sound, despite senior leadership choosing not to buy-in.
Now that you’ve identified the competencies required for a job and some examples from your work experience that illustrate those skills, the final step is to refine how you’ll communicate those examples:
- Answer the question the interviewer asks. Seems intuitive, but I still come across candidates who give examples they believe will make them look good, rather than examples that fit the questions asked. The behavioral interview method requires clear examples from candidates that match specific competency areas, and so it’s not the time to respond like a politician. For instance, if the interviewer asks you for an example of how you dealt with a customer complaint, you won’t be able to get by with an example of how you exceeded your sales goals for the year. Similarly, if you find yourself falling back into the traditional interview habit of responding to questions with guesses about what you would do in a hypothetical scenario, be prepared to be asked again about what you did do in an actual situation.
- Center your responses on describing your actions and involvement in the examples you provide. Remember, in most instances, the interviewer is seeking to understand what you did so they can draw conclusions about your skills, abilities, and fit for a job. For instances when you were part of a team, you can start your example with, “As part of a team I… (and then talk specifically about what you did or the role you played on the team)”.
- Be concise. Interview time is limited, and interviewers typically have several competency areas to cover. Communicating only the essentials of each example (e.g., the who, what, where, when, and how) will help ensure you don’t run short on time. Keep in mind that interviewers can ask you for more detail if they need it, but in contrast, it’s difficult to make up for time lost on longwinded examples. Moreover, interviewers are likely to be gauging how well you communicate, as many jobs require strong verbal communication skills.
- Practice to ensure examples are fresh in your mind, but do not over-rehearse or read from your notes during an interview. Behaviorally based interviews are not like school exams that can be “passed” by giving certain “right” answers. As alluded to previously, interviewers will likely be evaluating how you communicate, think on your feet, handle pressure, etc., while you are responding. Having a few notes (such as bullet points to jog your memory) is usually fine, but coming across as scripted, robotic, or rigid during an interview is not.
- Finally, don’t be shy about taking time to think before responding (especially if you’re asked a question you weren’t expecting). It’s much better to take a few moments to recall an example that is fitting and straightforward than it is to respond quickly with an example that’s mismatched or convoluted.
Collect and Analyze All Necessary Information
Selling strategically works only when you make informed decisions from carefully analyzed and accurate information. Learning how to leverage your social selling skills by using social networking to make connections and gather leads that lead to meaningful relationships can be a great way to gather information about your potential customers.
Establish Yourself as a Credible Expert to Gain Trust
Sales professionals will have a better chance at earning the trust of their customers when they stop trying to sell them something and start trying to help them overcome their challenges. To sell strategically, sales professionals should learn everything there is to know about their customer’s industry, the unique challenges they face, opportunities for resolving these issues, and positioning your product or service as the best way to mitigate risks.
Sell on Value
When you look at the competition, you can clearly see how your products or services differ. However, a customer isn’t likely to know the industry as well as you. They primarily look at price instead of value, so it’s up to you to create a strategy to sell them on value.
Listen for Opportunities
Customers also tend to know how salespeople operate. For instance, they know that you’re going to tell them features and try to push them to buy, so they’re already on the offensive. The goal is to listen in order to get a better feel for how you can strategically position your solution to their problems. Do they want more information? Do they know what they want or are they asking for help subconsciously? Do they desire more information or want you to point out the best products to help with their issue?
When your employer says he will not promote you because you’re ‘too old’.
If your employer offers a training course only to recent graduates, this could constitute indirect discrimination, as it could exclude older employees.
If colleagues made jokes about your age which were offensive, or comments made about the age of someone you associate with, such as a partner.
However, with some effort you can overcome ageism. Here are some ways to deal with ageism at the workplace.
Being confident is very crucial for your career. Be proud of yourself as you have been able to reach the point of life where you are becoming a mentor to the young ones. Convince yourself that you are still competent, expressive, valuable and effective in doing the work assigned to you. Take advantage of the experience and wisdom that come with age and put them to good use.
Attitude has a lot to do with how people can overcome ageism. Cheerful and welcoming attitude will help a lot in fighting the effects of ageism at work. The experienced ones are considered to be serious and connected with the work which is good for the company, but to manage the young staff you need to be friendly and jolly in your office.
Keep up with the technology: New technologies are a greater challenge for many individuals and to win over that challenge, you have to be technology savvy. Be welcoming to all sorts of challenges at work place. Show an initiative towards the new technology. Though it will take time but once you get the hang of it you don’t have to look back.
Don’t let yourself be pushed around because you’re older. During the interview, you need to eliminate the assumption that the aged ones lack energy and strength. Start as well as end the interview showing you do not lack energy and are determined towards the goal.
Many people are inclined to add to their qualifications by joining a diploma course in business in anticipation of gaining a foothold in the business world. Yet, others continue to believe that any formal education alone is insufficient for learning the skills needed for leading a successful career and life. Life is full of challenges, and one should learn from those challenges..
Of course, a diploma in business education prepares you to gain an entry to the business world. Yet, it’s true that we come across many millionaires who lacked that diploma, and instead hired people having one! However, that’s not to demean the purpose of education, which helps us develop skills for furthering our career.
Acquiring skills through education is just one part. The other equally important part, if not more, is how you apply those skills in whatever you may be doing. Many people tend to believe that the lone way of moving forward in career and life is to have a business diploma, helping one to get a higher salary and more perks, and thus leading a comfortable life. But they are not absolutely right. Though such a diploma offers many advantages, presenting you with an opportunity to be very successful in the business world, it doesn’t guarantee that success. Every millionaire doesn’t hold a diploma in business.
The reasons for qualifying for a diploma in business are many. It enhances your employment opportunities as you can work in the private or government sector. You may opt for a job in the service industry, or small or big businesses. Here are the main reasons for qualifying for this diploma:
- Having acquired a diploma helps you to remain employed.
- It enhances the chances of earning additional money.
- Your employer believes that you won’t mind doing extra work, and thus enhances your career.
- It offers you many opportunities for learning new, valuable skills that help you in your present job, meaning that you’ll be prepared for taking additional responsibility at your workplace, bringing you more money.
In case you aren’t yet prepared for specializing in a business diploma, you may consider a diploma in business administration, which allows you to become competent in general business practices, rather than being a specialist in one field. Office managers often possess this diploma.
Blockchain is the technology that was introduced by the Bitcoin. It was originally designed as a decentralized digital currency. The key behind blockchain technology is that it allows reliable transactions of value between several parties without the need for a central authority. The potential applications to the banking industry are still uncertain. We could see it replace the current system for transferring money between local and global banking entities. The strengths of such a peer-to-peer system could also be used to propagate, between financial institutions, details on each economic agent.That would allow a bank to know very quickly if a particular client can be trusted, and thus greatly reducing compliance costs.
One thing is certain however, this technology will have a huge impact on the industry in the decades to come. Most major banks have invested in research on this technology. As Simon McNamara from RBS has said “I don’t know what’s going to succeed. What I’m certain of is that we are going to see blockchain solutions and peer-to-peer solutions emerging in our industry and we want to be close to that development.” Blockchain specialists will have a strong interest in both computer science and economy.
This one may be the most obvious. Banks are already recruiting loads of data scientists, and giving them some of the best paid positions in the industry. However, this is only the beginning of the revolution. As the algorithms get more and more sophisticated, the mission of computers will slowly move from applying a strategy to finding strategies by surfing huge amount of data.
Data scientists will design systems that will explore huge databases containing all kinds of data; historical prices, news, and even personal information on clients.; All of which will uncover invisible correlations and unknown relations between objects. It will then be able to run a strategy based on these new findings.
Ultimately, banks will have computers that will learn on their own how to make money from a huge compilation of diverse data. The focus of the competition will be to attain the best data and input it into these computers. This will be the application of machine learning to finance.
A data scientist is a specialist in statistics that also has an interest in computer science.
The most experienced bankers will tell you, short term moves in price are explained in part by human psychology. In order to improve their decision-making process, banks will have to take these human parameters into account.Technical analysis can be seen as a precursor of this discipline, its goal being to capture some human behaviors by spotting recurring pattern in historical prices.
- Number one is basic manners. This is not rocket science but is so often overlooked as a key skill that is required. How many times do people turn up late or look terrible? Quite a few I would imagine. If someone is willing to invest hundreds or even thousands of pounds in you and your services then it is important to show up on time and smile I think! These are basics but I have seen so many trainers look miserable or even worse stand there checking their phone whilst training clients. I wouldn’t be surprised if these were the same trainers complaining that they can’t get new clients through the door.
- Number two is kindness. When was the last time you went the extra mile for a client and did something really nice? It seems that some people are afraid of doing small kind gestures because of all the negativity in the world today. I seriously recommend doing this as it will make a huge difference in retention rates. Small gifts, remembering birthdays or events are things to start with. You can also do things to recognise achievements as well like well done cards. These skills are vital in connecting with people.
- Number three is honesty. In today’s economy it is very easy to just take money off people because they are willing to pay us. This is OK unless you haven’t had an honest chat about what the clients expectations are (which is an article by itself really) When I say honesty, I don’t mean telling a client that they are overweight and they need to sort themselves out (like they do on the TV) This is about clearly defining expectations at the start so results can be delivered in a way that is realisitic way to avoid disappointment and the loss of a client.
So, manners, kindness and honesty are the three pillars of my business and it seems to work well. The financial rewards and structure come after this in my opinion and you can’t build a business without solid foundations. You earn in the short term but long term you will always be spending time and money trying to recruit new clients instead of looking after your existing clients.
The first step that a financial recruiter takes is to meet with the employer to discuss the kinds of qualifications that they are looking for and the position that needs to be filled. If the company they are working for wants to advertise, the financial recruiter can help develop a job listing and can also meet with human resources to discuss the job description. After gathering all the information about the job the financial recruiter will use their resources to locater prospective employees. These prospective employees will meet with the financial advisor for an interview to determine if they meet the need of the company.
When working for a recruitment firm or a particular company they may give the recruiter a time line to find someone appropriate for their job opening. The financial recruiter will pre-screen those who might be appropriate for the job opening and then set up an interview with the company or firm for the prospective job opening. The prospective employee will only be scheduled for an interview if the recruiter feels they meet the qualifications of the job.
To work as a financial recruiter, you will need an understanding of different kinds of qualifications and positions in the financial industry. This goes from accounting staff to chief executives. You will need good communication and people skills. It is helpful if you have big network resources because they allow you to locate more prospective employees for job openings that you may be asked to find employees for.
To become a financial recruiter it is essential to have a background in both human resource management and finance. You should major in a field like management with a minor in accounting or financing. You could earn a master’s degree and then spend several years in the finance world as a manager or work for a human resource department. To gain more experience while in college you could do an internship. Being a financial recruiter is more than dealing with numbers, it is dealing with people. Interpersonal skills are important. You should also have good organizational skills and be good at conducting interviews. It is a good paying position but it may take several years before you reach the top money range.
Use of simple language and well-structured sentences can assist the both the Interviewer and the person being Interviewed. The Interview process should be looked upon as a chance to display why a company is a good choice for employment.
- Avoid complicated words and ambiguous phrases and do not use baby language.
- Respect the interviewee and his/her ability to hold a conversation.
- Talk slowly and make sure your instructions are understandable. Repeat yourself if you have to, but don’t proceed until you are sure the interviewee has understood what you are trying to convey.
- Every few minutes, ask the interviewee to repeat your instructions and directions. Gently prompt him/her wherever necessary.
- Listen carefully to what the potential employee is saying and wait patiently until he/she finishes her sentences. Don’t try to rush them, since this will only feel disheartening and offensive.
- Be encouraging and give positive comments often and wherever possible.
- Lastly, always be kind and helpful.
The above are a few tips that an interviewer should consider in order to give a person a fair chance at an interview. Interviews can be a stressful ordeal for anyone regardless of ability. A few words of encouragement can go a long way while interviewing a person. He/she will feel more comfortable and will answer questions with confidence. If given a chance, a person with Intellectual or Developmental Disabilities will often surprise with their empathy and capabilities.
The reason for it is that in spite of the recession, people still feel sick and there are a lot of health problems that are arising in the society, so in order to cope up with it, medical treatment is required which leads to opening of several medical clinics and hence the requirement of medical assistant increases.
But, to get a worthy job for a medical assistant training is something which is highly required. There are a lot of training schools being opened to train you for being a medical assistant. Before choosing a school one should check thoroughly about the reputation and the ranking that particular school carries, as no one wants to waste a time span of two to four years in a sub standard school. Besides this, make sure that the school and the training program is accredited by Commission of Allied Health. Currently there are 568 programs which are accredited.
There are also certain programs of online training which are easily available on the internet.
These training programs usually last from one month to one year, which entirely depends on the training program that you choose. However, one thing that you should keep in mind is that more experience and training you will have in the field, more will be your demand and your success factor is likely to increase more. You will have a better foundation of the carrier and hence more job opportunities. So it is recommended to take longer programs for training.
The requirements for the training program are simple. The foremost requirement is that you should at least have a high school degree, other wise you are not eligible for the medical assistant training program. Some programs also require an experience with a professional person, clinic, or a hospital.
Its better to choose a program which serves on the job training as well, the more you will have a practical experience, the more strong understanding you will develop of the job and hence more job opportunities and hence a bright future. After the training, it is advisable to get a certificate by The American Association of Medical Assistants, which will provide an ease for you to get jobs.
Make sure your school is accredited either by commission on Accreditation of Allied Health Education Programs or Accrediting bureau of Health Education Schools.
- DO: Include a personal statement, your education, your work history, any volunteer work, and skills you possess. A resume is a tool you use to sell yourself to a company.
- DO NOT: Lie. You might be tempted to lie about something on your resume. People might encourage you to embellish a few things to make yourself look better but ultimately, it is not worth it. Common lies include extending work dates, claiming education you do not have, and adding jobs you have never had. If you lie on your resume and are hired, you will have to keep pretending accordingly.
- DO: Be honest. If there is a gap in your employment, a good employer would rather be told the truth than fabrication. Just because you do not meet some of the requirements for the position does not mean they will not consider you. Employers will run a background check.
- DO NOT: Assume that the same resume can be used for every application. Take the time to tailor your resume to the job you are applying for. The information should remain the same but reordering sections to highlight what the employer is directly looking for will make them look at your resume twice.
As for the format of your resume, everyone has their preference but there are templates that you can use to get started. Fancy fonts and styles distract from the content. Your resume should present as much information about yourself that you can fit on 1-2 pages of text, no smaller than 11 point font. The only part of your resume that needs to be in full sentences is in the section containing your personal statement. Listing the responsibilities of previous or current jobs and skills can be done as bullet points.