Porschia: [00:00:00] today we are talking about interviews 101 interview questions to be prepared for with winter love. Winter love is our career services manager and lead interview coach. She is a current member of the professional association of resume writers and career coaches. And a previous member of the National Resume Writers Association.
In addition, Winter holds certificates in Human Resources Management, Motivational Interviewing, Mediation, and Teaching with Technology and Distance Learning. She has 15 years of experience in employment consulting. and transition coaching. Winter attained a bachelor’s of family and consumer science from the University of Georgia and a master’s of education with a concentration in adult education and [00:01:00] training from Colorado State University.
Hi, Winter. How
Wynter: are you today? Hi, thank you for having me again. It’s been a crazy couple of weeks. All
right.
Porschia: All right. It has. It definitely has. Uh, I’m excited to have you back with us to discuss Interviews 101, interview questions to be prepared for. Uh, we have had you on the show before, so for anyone who wants more background about Winter and her career, please check out episode two, Resumes 101, but today we are going to jump.
Right in and start talking about interviewing. So, Winter, you have a certificate in motivational interviewing. Tell us more about what motivational
Wynter: interviewing is. Oh, motivational interviewing [00:02:00] is a practice, a tool, a methodology, if you will, uh, used heavily in social services. As a part of my, uh, experience, I’ve been a case manager, I’ve been a program director, I’ve done the things, and as a part of it is sometimes…
You have to ask questions to help clients or patients or, um, sometimes spouses see that there’s a positive direction, um, to make their goals. So really it’s just emphasis on how can I ask open ended questions that we can collaborate together to get to a point. Specifically with interview coaching, a lot of times I use this with accomplishments.
So our clients will say flat out, I don’t, I don’t know what accomplishments I have, or I don’t know how to explain what I do. Uh, and that motivational interview really helps me realign and help them focus those accomplishments so that they can put their best foot forward for the interview.
Porschia: [00:03:00] Great. Great.
Yeah. I really, Um, like the focus on open ended questions that you mentioned and, um, to your point, I also tell our clients that really during an interview, um, you shouldn’t just necessarily be answering with brief answers. Yes. No, um, the ideal length of time to answer a question when they’ve done research, uh, is between 20 seconds and two minutes, right?
So you really want to provide, um, some more additional information. You know, if your response is just, Really short. Yes, I’ve done that or something like that. Um, the interviewer doesn’t necessarily know that, you know, uh, all of the detail that they were looking for in that response. So great point there winter.
Wynter: Um, they also you give the interviewer the benefit of the doubt. I’m sorry to interrupt, but, you know, interviewers are people too. Maybe they don’t know how to [00:04:00] ask those open ended questions. So, uh, providing as much information as possible. As possible up front is definitely a good tactic to use. Agreed.
Porschia: Agreed. Um, so you have a lot of experience with employment counseling and interviewing. Uh, so from your perspective, what are some of the biggest challenges that you’ve seen clients or, you know, colleagues that you’ve had over the years? What have they had as far as challenges with
Wynter: interviewing? I think it’s mostly confidence.
Uh, A lot of clients will come in and be like, well, I haven’t interviewed in years, you know, how different is it? What if I get a group interview or, you know, now they’re doing those remote, those virtual interviews. So answer those questions by a certain time and upload it. You know, what are some. tactics that are used for those type of interviews.
Um, and without that knowledge, a lot of clients will feel like they fall short and that will impact that confidence [00:05:00] from there. So I want to make sure that, you know, when we engage with clients that building that confidence is a part of it. And as we continue to meet, um, because sometimes clients have multiple sessions, you can kind of see the The boost in their confidence as they, uh, answer questions and really practice.
Porschia: Yeah. Confidence is definitely a big thing. Um, I think with just the whole, the whole job search process, especially if you haven’t, um, Been at it in a while. And yes, that adds more, um, to the whole interviewing process. And I like what you touched on when it comes to the group interview. Um, I was actually speaking with someone, um, not too long ago, and she was sharing with me that she had like, I want to say three different panel interviews, like all day.[00:06:00]
Um, so. When you hear clients talking about panel interviews, you know, what are some of the tips that you might give them, you know, in terms of performing well during
Wynter: those? The first thing I tell everybody is eye contact. You don’t realize how many people just won’t look you in the eye. Um, that goes a long way.
When you have a panel, you need to be making sure that you’re reading the room, almost. You know, you’re giving everyone the attention to show that you’re actively listening is a really big part. Um, sometimes when clients or when you encounter panel interviews or interviews that are all day long, you know, sometimes you go in for a lunch meeting and that’s the interview itself.
And you’re like, well. What do I, what do I focus my attention on? Um, and I think it’s very much reading the different cues of the person asking the question and making sure that you’re answering the question with each person because everyone’s intentions are different at the table, you know, y’all may be having the same conversation [00:07:00] but the approach can be different to the problem solving depending on where that person is in an organization, their point of view from if they’re a manager or if they will be a colleague.
So it definitely matters how
Porschia: Yeah. And one thing I really like that you say that because one thing that I think some people do is they kind of try to get everyone’s title and then decide, oh, this is the important person right and then they might. Um, falsely assume that the other people aren’t important in the interview or not as important.
And nowadays, a lot of companies not only have, you know, interviews with who might be your boss, but there are people who are kind of lateral in the organization. So might be, you know, in your same role or in a comparable role, but in a different department. So you really can’t kind of overlook. people in the interview.[00:08:00]
Um, so we talked a little bit about confidence and, uh, that eye contact. Why do you think interviewing can be so stressful for people?
Wynter: I think at the end of the day, I need to work on my think statements, but at the end of the day, it’s performative. You know, you’re asking someone to, to show the best parts of themselves.
And It’s almost a blind performance. You don’t know what questions you’re gonna ask. You don’t know how you’re going to perform. You just know you need to perform. And that can be daunting for a lot of people. That’s where practice comes into play. I don’t think a lot of people practice as much as they should.
Just talking out loud can make a difference because you catch yourself. Like I just said, I need to stop saying, I think, because I didn’t realize I was saying it so much. Same with your ums, same with your uhs, same with those little phrases that you use, those little things can make a difference and when you’re performing.
It’s a lot to think about. And that’s why that preparation is key. [00:09:00]
Porschia: Yeah. I love what you say about it being performative because it really is. And for some of the clients that we’ve had, uh, that are introverts like me, I have given them that feedback that you mentioned where, Hey, literally just go in the mirror, maybe even in your car, right?
When you get to the location and practice smiling, saying, hi, my name is. You know, your name. So, hi, my name is Portia, right? And then just, uh, getting that practice can be so helpful in getting that out, especially if you are someone who has been told that you’re a little harder to read, right? Or, um, you are perhaps more introverted as opposed to extroverted.
Um, other people might not be able to pick up, um, that you are engaged and interested, right? In the position and in the role.
Wynter: Great. Yeah, I think it’s a little bit of that problem solving too. A lot of times, you know, your practice is that 60 second elevator speech. [00:10:00] Remember how that used to go around everywhere?
You have 60 seconds to make an impression. What’s your 60 second elevator speech? What if I’m only going to the fifth floor? Then what? How are you going to turn your 60 seconds into 10? So what are your, what’s your game plan if the situation changes? What if the person who was going to interview you won’t interview you?
What if, you know, they, I’ve had clients who said that they came in a room and said, We’ve already selected our person. Impress me. You know what I mean? Like you have certain situations where you’re going to have to be able to pivot. Um, and I think that’s a part of the process, uh, learning. where to pivot, but also learning when to walk away because sometimes it’s not worth it.
Porschia: Yes. I think, I think that’s going to be potentially another whole podcast on interviewing together, right? Like, uh, in its, in itself, I should say, you know, when to walk away. Um, during that interview from that, you know, potential opportunity. [00:11:00] Great. I’m going to table that one. And remember, remember that for a future episode for our interviews series here that we have on the podcast.
Um, I want to talk today about some interviewing questions that people can use, uh, to help them be more prepared. Right. Um, so one of the first questions that, you know, we work with a lot of clients on, and I think it’s important for everyone to think about, um, is that, could you tell me about yourself question?
Um, so tell me why you think that’s an important question. And then I just want to hear your thoughts and any feedback that you have for someone who’s trying to get prepared for an interview with that question.
Wynter: Oh, absolutely. It is my favorite question because everyone knows it’s coming, but everyone gets flustered.
I think it is the most obnoxious open ended [00:12:00] question because you can literally talk about everything from birth up until now. You know, I’ve had people talk about many of things and I’ll just leave it there. You know, you can talk about anything because it’s so broad. When you are in an interview though, from my perspective, you really want to focus on your experience and anything that’s relevant to the position.
And when I say experience, it’s not wrong to talk about. Your volunteer experience. It’s not wrong to talk about your mentor experience. Um, maybe you’re in the middle of going through Toastmasters. That’s relevant in a lot of positions. You know, don’t feel like if it’s not at a job that it’s not relevant.
Um, some of your experience at faith based organizations is very helpful and show those transferable skills. So don’t get bogged down with this specific question, um, in the nuances, excuse me, uh, try and get as broad as you can within the confines of the role, if that makes sense. [00:13:00] Um, I will share a tip. I remember working with a specific client who used her resume as a guide.
We talked about, um, her nerves. She just had really bad anxiety. She just couldn’t gather herself. I said, well, All of your documents that you use for your job search should relate to each other, right? Those keywords from your cover letter should be on your resume, should be what you mentioned in your interview, should be seen on your thank you letter.
All those keywords need to be connected, not only for the reader, but for yourself. So, um, on this particular young lady’s resume, in the first column, she had everything that she did in the past. In the middle column of keywords, she had everything that she’s doing in the present. And in the last column keywords, she had all of her leadership development.
So she was able to tell that story. So, excuse me. For instance, she would say, Hi, my name is Melinda. [00:14:00] I have 15 years of experience working on key projects within the IT industry. I have worked on budget allocations and I have integrated new platforms. Currently, I am working on. a lot of policy development.
I’m working on process improvements. I supervise a team of 15 and, and through that leadership in that team, I’m able to engage the employees. I’m able to, um, refine the retention rate because we were having a high turnover. And that could be a problem in operations. So you see how I’m able to infuse those keywords, tell a story of my career, excuse me, um, without telling you what year I was born in, you know?
Uh, so you just want to have that balance of storytelling and your resume can help you do that.
Porschia: Yeah, I completely agree. And I have told our clients that, and you probably have too, that [00:15:00] our resumes are even designed, you know, in a specific way. To make it easy for you to speak on certain points during the interview.
Um, to your point about people kind of getting clear on what to say with this, tell me about yourself question. I think this is probably the number one question where people can kind of go off the rails a little bit, where they don’t realize that they’ve talked for five minutes. Right. And again, you mentioned that 20 seconds to two minutes, right.
They’ve talked so much. Um, About, you know, themselves that they’ve kind of derailed things, um, or overshared a lot of things that aren’t necessarily even relevant. So, um, I really like your points there. Um, and I also, you know, would add that it’s okay to slip in something, you know, personal about, you know, the university that you went to or where you’re from, but you don’t necessarily want to kind of, uh, get into what you [00:16:00] said, like.
What year you were born or the actual year that you graduated from college and certain things, right?
Wynter: I wouldn’t say hi. I went to go and I like, no, that’s not the approach you necessarily want. Right? In this instance.
Porschia: Yeah, it should be for the most part job related and you can slip in some other kind of personal information that is relevant to your background and your experience.
So the next question that people should be prepared for is why should we hire you and what I like winter is that question where you said kind of. Having to pivot when that person walked in and they said, Oh, we’ve already got the person that we want to hire, you know, uh, pretty much, you know, decided on, well, this kind of makes me think of that scenario.
What are your thoughts?
Wynter: In that scenario, uh, I would say run, but [00:17:00] With this question, it’s, it’s a continuation of the first question. You know, usually this is pivoted like, you know, are proposed at the end of the interview. You’ve had a chance to talk through some of the, maybe their behavior questions or maybe they’re just results oriented questions like flat out.
Did you meet quota? But why should I hire you is more of opportunity to show your personality and expound on why should I hire you? So if you didn’t have a chance to talk about, you know, where you graduated from, this is a good opportunity for here. Or maybe you’re receiving mentorship from that school.
I’ve had people say, well, to be frank, I’ve been trained by, you know, the industry leading professional and name drop somebody. The results that they have generated, I’ve been trained by them. I was their second hand man, right hand man, um, and this is why I can provide these results to you. [00:18:00] Uh, the approach here is to, in my opinion, to an end conclusion, right?
This is your end conclusion. You know, this is why, this is why I’m good and how you pivot that information depends on what information you provided in the front for, forefront of the, the interview.
Porschia: Yeah. Um, another way that I have phrased it with clients is talking about your points of distinction. Right?
So when someone says like, why should we hire you? Uh, you know, sometimes I, you know, recommend people say that, well, I know that you’re interviewing, you know, I, a group of very qualified candidates. Some things that are different about me are, Okay. Right. So what would make you different than probably people with your similar level of education and experience?
So like when you said someone kind of name dropped, Hey, they’ve been, you know, mentored or trained by [00:19:00] this leading expert. That’s a great point of distinction, right? So what are those things that you can include when you talk about yourself?
Wynter: And now that work needs to be done before the interview, you know, the types, the types of questions that interviewer interviewers ask should not be a shock.
Maybe their delivery may be different than what you expect, but they’re all the same type of questions. Tell me about yourself is just the cousin of why should I hire you? Same with, um, I think there was one. I’m going to come back to you on that one. There was a strength and weaknesses questions that was posed differently, and I’ll see if I can think about it, but there’s just different ways that you can ask the same question.
And depending on the company and honestly, the industry, you could get three questions to ask the same thing. So how again, how are you problem solving? How are you providing more examples [00:20:00] of Yeah. Your experience without sounding redundant. You know what I mean? Yeah. Yeah.
Porschia: Um, the next question that I think people should be prepared for, uh, this is one to what you just mentioned.
I’m going to put two questions out there proposed, uh, in slightly different ways, but we can talk about them. Um, You know, together. So, uh, the first question is what makes you different than the other candidates out there? And another way that you might hear that question is what can you do for us that someone else can’t do?
Wynter: Mm-hmm. . Yeah. Same thing, same nuances. Uh, how are you problem solving is what I’m hearing. What, what is your approach to the overall theme of the role? , uh, but I would approach that as problem solving. What you get in me is, uh, consistency. Would you get in me? Is [00:21:00] determination, would you get in, in me? Is genuine curiosity.
Uh, and that is what drives all of these results sometimes. Just flat out naming your qualities is enough, because keep in mind, interviews are writing down notes. So, if I tell you a long story about how dedicated I am, that’s nice, but in the beginning of the sentence, if I say, I’m dedicated, you know, those things are written down more so than, Notes about the story.
So think about that and maybe that your approach is to summarize ahead of time, especially if the questions are, um, are worded that way, where we want to know more about how you process information and how you are able to, um, actually push this project or this position into, you know, a new level or to new growth or new goals.
So yeah, I think that’s important too. What do you think? Do you tell your clients to like position themselves up? Um, [00:22:00] in a sense, does that make sense? Like when I tell clients, I want you to, you’re talking about what you’ve done, but what’s the next step after that? You know, how did you make it easier for the next person?
All of that is relevant.
Porschia: Yeah, yeah. Um, when you mentioned qualities, Same here. I, uh, think about positive personality traits, right? So what, uh, you know, descriptors, adjectives, can you list about yourself, um, that are again, perhaps different than other people that will help you in the specific role. Um, and then another thing that I think.
Can also help here. And I tell people to do this as you can slip in an example, right? So, um, not only could you say, you know, I’m dedicated, but you know, I’m dedicated, you know, for example, there was a project when this, this, and this happened and I helped, um, the whole team to be [00:23:00] successful, uh, in this way.
Right. And then the result was data. That’s proof of you being dedicated. Um, so yes. Uh, and then again, this is that pre work, like you said, thinking about it before the interview, uh, one of the tips that I give our clients also, um, is to think about a few, you know, projects or, um, accomplishments, achievements.
special things that have happened, right? And think about those before the interview, and just jot down some bullet points, because if you can slip those in naturally within the conversation, uh, one, it doesn’t sound like you’re bragging, but two, it actually supports your answers to some of these questions.
Mm
Wynter: hmm. Yeah. It’s all about creating, uh, whatever system you have to, uh, create, to generate that proof. You know, you want to prove that I am all the [00:24:00] things that the resume says that I am. Um, we have a couple of, and our coaches have a couple of methodologies that they use, um, examples that can help, you know, click you back into place.
Uh, but just being prepared in that regard definitely makes a difference.
Porschia: Yeah. The next question I think people should be prepared for is how do you handle criticism and feedback?
Wynter: I think there are some questions that you just flat out have a positive answer to. There is no way that you’re going to say, I am, I’m horrible.
I don’t take criticism. There’s no way you’re saying that. So these are one of those questions where you just have a positive answer Absolutely. I value feedback and criticism. It is. utmost importance on how I approach challenges and problem solving. And as I move forward, I hope that I can give that same criticism, but never are you like, no, no way, [00:25:00] for those types of questions, especially if it’s leading.
Um, in my opinion, that is a, an example of a leading interview question where. They want to see what is your temperament, what is your personality. Um, they may be looking at your body language more so than not. Um, but that also can mean that they may have had an issue in the past. So, you know, it’s, you’re interviewing them as much as they’re interviewing you.
Porschia: Yeah. Yeah. Um, you definitely want to seem open to your point and positive about receiving that feedback because guess what? We, we know that everyone, um, needs help at some point in time. Everyone has made, uh, you know, a mistake or had some obstacle at some point. So it’s really about showing that you’re open to those.
Another question. When working on a team, what role do you
Wynter: usually play? I think this is a really fun question because it can tell you a lot of needs that are [00:26:00] being met or not being met from your interviewer. The interviewer can be looking for a specific answer and that may make a break. The interview for you.
Their questions are just what they really want to know. And I think these are one of those decisive questions. They may have a team of, um, associates that are just rah rah all the time, and they don’t want any more rah rah. They want a steady, a support member. They want, uh, they want a consistent, um, a level headed person.
And if you’re presenting as rah rah, That may just decredit you just because of your personality. So, it’s important to know what are those divisive questions. I’ve had clients who have asked specifically, Is there a specific person that you’re, or, Is there something that you feel like is missing from the team?
It’s like a question that, Uh, you can ask the interviewer and that can give you some insight as well. But [00:27:00] to answer the specific question, um, it’s different. You know, mine is, is different than what it would be five years ago. I tell you that. Five years ago, I would say, Oh, I’m in the thick of it. I want to know what’s going on.
I want to know how can I help? I want to know what, why isn’t that? Can I, what can I do? I’m the problem solver. I’m the all purpose cleaner. If you were to ask me that today, I’m like, Oh, um, I’ll take notes. I will, uh, do a presentation. Um, but it just very much depends on what are your goals for the future.
What are your goals right now? And that can be considered another version of that question. What are your goals for the next five years? You know, have that planned out too.
Porschia: Yeah. Um. Another point that I want to bring up with this question when it comes to talking about roles on a team. I think sometimes winter people feel [00:28:00] pressured to say I’m a leader, right?
And they think that the person asking this question wants to hear. I am a leader and, you know, all about their leadership. Now, um, I say be, be truthful here. Um, you can be a leader and I think everyone is a leader in a different way. Um, but you shouldn’t necessarily feel pressured to say, Hey, I’m the leader and I’m controlling all the projects and think that that’s what everyone wants to hear.
You know, um, do
Wynter: you also support
Porschia: other people? Um, what you mentioned before, do you help solve problems for the team? Maybe before it even becomes a major issue, you’ve already solved that problem. Um, I think that people really need to be intentional about this question because I think a default for a lot of people is just to say, I’m a leader.
They think that’s what everybody wants to hear. Yeah.
Wynter: If, if you do find yourself falling into like, you know, an [00:29:00] automatic answer, um, I like what you did there. Um, we can be leader of all types of things. . We can be leaders in different ways. So if you do find yourself, oh no, I take charge. Let me clarify what I take charge of though.
You know what I mean? Um, add more context to what you like to lead, uh, what your passion is as a part of a team. Uh, definitely the. The balance in the awareness that there needs to be a balance within a team is helpful to,
Porschia: um, agreed, agreed with all of that, because you don’t necessarily know what that team needs that you are potentially going into.
So another question, and I think this is the last kind of main question about being prepared. Um, is what achievements are you most proud
Wynter: of?
Achievements don’t have to be top performer in your [00:30:00] region. Achievements don’t have to be, um, five time President’s Club, uh, recipient. It can be, I feel accomplished that my foster youth students come to me when they have a problem. Like, that is an accomplishment to me. That I have been able to build rapport.
That this specific population or this specific group trusts me. That is an accomplishment. Your accomplishments… I think need to ring true. It doesn’t have to be quantifiable, but if it is quantifiable, sit in it, you know, like you. You did that and it’s okay to to be proud about that. A lot of the clients want to be humble and I boasting and humble are not the opposite sides of the coin there.
Like, you know, like that’s not what you’re doing. You’re communicating clearly the results that you have yielded and with that, [00:31:00] with those results, you’re able to support your confidence. It’s not saying. It’s not positioned in a way that is received as negatively, I guess I should say. And that’s important to know when you get these questions.
Don’t feel like, I don’t want to say too much because I don’t want them to think that I’m that type of person. No, they’re asking for a reason.
Porschia: Yeah, and you said a lot there, a lot of, a lot of good stuff, um, you mentioned there. One point I wanted to make to piggyback on that, um, is that. I would say the number one regret that I’ve heard clients say, and then, you know, even when I’m reading about other people and other strategies and interviewing scenarios, a lot of people feel as though they, um, answered all the questions that the interviewers asked them.
But they don’t feel like [00:32:00] they knocked it out the park. They don’t feel like when they’re leaving that that interviewer feels as though they’re the best person for the job and they need to hire them. And that I think is generally because people are a little more, um, passive and not as intentional sometimes answering those questions.
So in that question of, you know, what achievements are you most proud of? Definitely having some of those thought about. Before the interview. And then, like you said, mentioning those things, mentioning those key results and what actions you took to help that, uh, you know, situation become an achievement are really important.
And I think when you slip those things in there, um, you won’t necessarily have that regret after the interview, um, in terms of, I don’t think they, they really can see my full potential or they know all that I can do. Um, So, uh, those are, those are the, the kind of rapid fire, um, interview questions that I want [00:33:00] people to be prepared for.
Um, you started sharing some of this already, Winter, but what are some tips, right? Just some general tips that you would give to professionals or executives who want to perform better in their interviews.
Wynter: If you want to perform better in your interviews, first and foremost, talk to yourself. Talk to yourself in the mirror.
You need to see what you look like when you say certain words. And that is just, as candidly as I can say that, you need to practice. You know, sometimes your hands are moving. Sometimes your eyebrow is furrowed. You can see yourself think, and that in itself will bring awareness. I would also say, seriously sit down and itemize your accomplishments.
Even if you’re not going to interview anytime soon. You need to know what you’ve done as a part of updating your resume as a part of all of these industry trends. [00:34:00] All industries are changing. That sounds just right. But there is a lot of change that’s happening right now. There are a lot of staffing changes, a lot of turnover.
There’s a lot of policy changes and you want to make sure that you’re capturing every single thing that you’ve done for the company because It really does matter as you’re transitioning because you could transition to a new industry and all of those notes that you took is really important to highlight into, um, embellish as you talk throughout the interview or to put on your resume.
So take notes of your accomplishments. Practice in that mirror. Take advice with a grain of salt. Because sometimes you can ask one too many people and then you’re confused all over again. But definitely, um. Seek out someone to talk to. Maybe you can have a mock interview with someone else if you don’t choose to have an interview with us, uh, or mock interview with us, but definitely that practice will, will make a difference.
Porschia: [00:35:00] Yeah. Great, great tips. Great tips. And when you mentioned that, that grain of salt, you made me think, you know, a few, a few clients that we’ve had, not, not a ton of people do this, but, but a few, a few people think that The more feedback, the better, right? And if you’re, if you’re crowdfunding, right, that’s true.
But if you’re trying to get 10 people or 12 people to look at your resume or 12 different people to give you interview feedback, um, you’ve got to remember that. Somebody’s not going to like it. Right. And somebody is not going to really understand or even be the best person to kind of give you some professional insight or advice or coaching.
Um, so definitely the grain of salt is so important. And I recommend that people work with professionals, right. Whether that be a [00:36:00] mentor, a coach, um, Someone who’s just not necessarily your mother, sister, cousin, brother, uh, or best friend. So yes, great tips there.
Wynter: Or sometimes colleague, because, you know, just because you had the same conversation doesn’t mean that you have the same intentions, you know,
Porschia: Yes, yes.
And, and again, the colleagues who work with you, a lot of times they might not have your best interest at heart, right? They might not want to see you get promoted or get a great new job at a new company and things like that. So, um, We’ve had clients experience that as well. Right. And so
Wynter: I think there was a client who said that their friend applied for the job after they got the interview, like their colleague.
I think we had a client who did that. So yeah, we’ve seen it. Yeah.
Porschia: Yeah. All right, winner. So in closing, how do you think executives or professionals can get a [00:37:00] positive edge with interviewing?
Wynter: You get your positive edge. By being open, by being flexible, you get a positive edge because you’re listening to this podcast, if I’m being honest, because you’re interested in how much better you can be.
And that right there is gold. The fact that you are interested in becoming better, becoming, um, a more reliable resource and communicating clear that itself is the. The base of the foundation of growth from here. As you practice interviewing, as you are, um, really looking into new roles, think about the requirements of the job.
Um, as you are practicing, read the job description, and then talk to yourself in the mirror. That way you put things into perspective, because it’s one thing to talk about [00:38:00] yourself without a goal, and there’s another thing to talk about yourself, um, or to present yourself. Um, to fit in a specific role. So…
Think about the nuances between the two and I think that you’ll find a lot of growth a lot of opportunity within there.
Porschia: Yeah. Wow, I agree winter I agree. We are actually going to start an interviews series right so this is this is a one on one. 102 and 103 and 104 will be coming. We’re going to talk more about interviews and how you can get a positive edge with your interview.
And we’re going to have, you know, other aspects of interviews. And I think winter has, uh, definitely laid the foundation for that. Uh, winter, you’ve shared a lot of wisdom with us today. I’m sure that our listeners can use it to be more confident in their interviews. Uh, we appreciate you being with
Wynter: us [00:39:00] on the show.
Thank you again for having me. It’s always a pleasure to chat.
