Marc Cenedella, the creator of the ladders, just published an essay, and the information that is shown below is an extract from that piece. The theme for this month is “sales 101 in job interviews,” and it provides an excellent introduction to the subject matter. It is not a hot dog cart at all, yet it is nevertheless the most successful hot dog cart in New York City. The gyro, chicken, and rice stand known as “the halal men” is located in the middle of Midtown, only a few streets away from both Fox News and Radio City Music Hall. The line is always the same length, regardless of the time of day or night, and it extends all the way down onto the block. On the other hand, the cuisine and the service are what set “the halal men” apart from other restaurants. They concentrate on their area of expertise, and they are quick to inquire about what you would want. Considering that this is the most effective method for ensuring that your consumer is receiving what they want, it makes perfect sense. You have spent your whole life going to restaurants and shopping at retail stores and experiencing the same thing. “How can I be of use to you?” the lady working behind the counter says. “Would you want fries with that?” is another option. or “what would you want to have today, my dear?” Due to the fact that we have been used to the query, it seems to us to be quite apparent. Consequently, it is peculiar that when you are the one doing the selling or providing, and you are sitting across from your consumer, these straightforward questions so seldom come to your mind to ask. When we are in the process of looking for a job, when we are engaged in some kind of deliberate networking, or when we are getting phone calls about employment chances, we often allow ourselves to be swayed by flattery, anxieties, or fear, and we fail to ask the questions that are most evident. The question “what would you like?” is also the appropriate question for you to ask your potential future employers, prospective coworkers, and interested recruiters! ——————————————————————————— At this point, you may be wondering, “How does this knowledge apply to the predicament I am in with my career?” an alternative question may be, “How can I use this crucial question to my attempts to manage my career and find a job?” How does it work? I always make sure to emphasize a few key elements immediately from the beginning of my workshops on interviewing, including the following categories: The interviewer is primarily concerned about her own needs and problems, just like the majority of other people. The interviewer is looking for someone who can offer solutions and make her job easier. The interviewer does not require additional applicants. The interviewer does not care that you are unemployed or underemployed, and she does not place a particular emphasis on how your needs are met. To improve the performance of her department or firm, she is seeking for individuals who are considered to be thought leaders and specialists. This is the “bottom line”: the interview is not about you; it is about the person conducting the interview and the firm that she works for! “I’m being too harsh” is a phrase that is sometimes used by seminar participants and customers when I emphasize these facts; nevertheless, I do not believe that this is the case. I want to give them a taste of “reality” throughout the interviewing process, and that is what I am attempting to do. If applicants are unable to change their demeanor and attitude in order to concentrate on the requirements of the interviewer, I am aware that they will not be chosen for the position or stand out from the crowd. a lesson in “sales 101.” Inquire about the customer’s desires, and then fulfill those desires! Recognize that the person conducting the interview is your “client” in this scenario. Additionally, “sales 101” prescribes that the more familiar you are with your client, the greater the likelihood that you will be able to get his company (i.e., the job offer). Unfortunately, the vast majority of candidates make two terrible errors during the interview process: (1) they fail to ask the interviewer exactly what she is looking for, and (2) they fail to conduct sufficient research on the company and the interviewer in advance. Both of these errors are extremely detrimental to the candidate’s chances of being hired. I offer explicit guidance on how to move the topic toward the requirements of the interviewer when I am coaching individual clients and when I am doing seminars on interviewing. I tell them this, since that is the truth. Opening your portfolio and taking out your pen should be done after you first meet the person conducting the interview, after you have engaged in a few seconds of nice talk, and just before you are going to “get down to business.” I would want to begin the conversation by saying, “So, Ms. Jones, tell me, how may I be of service?” while leaning forward and looking straight at the person conducting the interview. Alternatively, “Ms. Jones, how may I be of the greatest assistance to you?” Alternatively, you may ask, “What are you searching for?” to paraphrase Mr. Cenedella once again (see the previous sentence). The particular phrase is not nearly as significant as the fact that you are the one who is asking the inquiry! How are you going to be able to meet the requirements of any client if you are not aware of what those requirements are? Let us not forget that this is “sales 101.” (in addition, please do not depend on the job description to provide you with information on the precise requirements of the interviewer, since such materials are often inaccurate, lacking in detail, or even irrelevant). By asking that one thing at the beginning of the interview, you will successfully shift the attention of the conversation away from you and your requirements and onto the interviewer and her requirements. The dynamics of the discussion will immediately turn for the better as a result of this question, and you will quickly separate yourself from all of the other contenders for the job. As the interview progresses, it is natural that you would want to ask a number of questions that are based on the preliminary research you have conducted on the firm and the person conducting the interview. In addition, this will leave a very favorable impression on the applicant and set you apart from the other candidates. When I offer these recommendations to people who are attending seminars or who are customers of my coaching services, they often look at me “like I’m crazy.” “You mean you genuinely want me to ask that question?” they inquire when they are prompted. “Yes, precisely,” is the response I give to that. After that, they inquire, “But won’t I seem to be overly controlling? Shouldn’t the interviewer feel resentful about the fact that I’m the one who asks the first question? Wouldn’t you agree that this kind of inquiry is somewhat peculiar? The response that I give is, “No, most likely not.” There is a greater possibility that the interviewer will find your approach to be both new and beneficial. In very unusual circumstances, an interviewer could “push back” and ask the interviewee similar questions, such as “what do you mean, how can you be of service?” I take it that you are here because you are looking for work? I would suggest that the applicant reply with, “Well, Mr. Smith, my understanding is that you have particular demands and issues here at xyz firm.” This is the answer that I would offer to the candidate. I have fifteen years of experience in leadership roles within the sector, and I bring a wide range of skills and assets to the table. I am of the opinion that the objective of the meeting that is taking place today is to ascertain whether or not I am ideal for the chance. Should I be, I would be delighted to have the opportunity to collaborate with you. But in the event that it turns out that I am not the ideal person for the job, I will gladly suggest that you find someone else who could be a better match for the position. Wouldn’t you agree that the most essential thing is that you find what you’re seeking for, regardless of the particular circumstances? So, let’s get this party started. When the applicant reaches this point in the process, they should begin asking in-depth questions to investigate and explain the interviewer’s requirements, all the while taking meticulous notes. Additionally, “sales 101” suggests that anyone looking for work should “remain focused on the fundamentals.” There is nothing more essential than inquiring about the customer’s (person conducting the interview) preferences. The individuals who were referred to as “the halal people” were obviously aware that this straightforward tactic would set them apart from their rivals, help them expand their company, and ultimately lead to their tremendous success. Consequently, act as “the halal guys” and pose the inquiry! Make it a priority to have a thorough understanding of the interviewer’s requirements and issues, and then demonstrate how you can fulfill those requirements and address those issues. By doing so, you will increase the likelihood of obtaining the customer’s business, which, in this context, implies that you will get employment! Career potential, LLC is the owner of copyright for the year 2016. Ford R. Myers, a well-known career advisor who is also the author of the book “obtain the job you want, even when no one’s recruiting,” has granted permission for this article to be reproduced here. Visit http://www.careerbookbonuses.com right now to get immediate access to your free career success gifts. . In addition to being the president of career potential, llc, Ford R. Myers is a career coach who often wins awards. Get the job you want, even when no one is hiring is the title of his best-selling book, which he himself authored. Taking ownership of their lives, doing work that they like, and earning what they deserve are all things that Ford’s business assists its clients in doing. There are three of the major career service businesses in the country, and he has held top consulting roles at all of them. Ford’s writings and interviews have been published in a large number of publications, including magazines, newspapers, television networks, and radio systems. He has also given speeches at a variety of organizations, including colleges, groups, and businesses. Ford may be reached directly at 1-800-972-6588 or can be found at www.careerpotential.com for further information. Please forward this post to a friend and check out the related articles on employment, sales, job interviews, and sales. Get stories like this one sent to your inbox directly from the source! Get a free subscription right now!
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