IntroductionWelcome| 00:04 | The interview is one of the most
important parts of the job search and
| | 00:08 | your chance to shine.
| | 00:10 | If you're lucky to have gotten an
interview, you've gotten past the screening stage
| | 00:13 | and you may have beaten out hundreds
of other candidates to get to this point.
| | 00:18 | This is your opportunity to show
the value you will bring to the organization
| | 00:22 | and land the job.
| | 00:25 | We'll begin with preparation where I'll
discuss the various types of interview formats
| | 00:29 | and help you anticipate questions.
| | 00:31 | I'll give you techniques that you can use to
practice and best prepare for the interview.
| | 00:37 | Next, we'll talk about how to
confidently approach the actual interview;
| | 00:42 | making a good first impression;
| | 00:44 | navigating difficult interviews;
| | 00:46 | and getting your message across
using effective body language.
| | 00:51 | Finally, we'll talk about follow-up,
where you assess your own performance,
| | 00:56 | send thank yous, and respond
appropriately to the employer's decision.
| | 01:02 | You want to be the final candidate, and
having a successful interview is one of
| | 01:06 | the most crucial steps to finding your next job.
| | 01:09 | So let's get started with Acing Your Interview.
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| Using the exercise files| 00:01 | We've provided free Exercise Files that
are available to all Lynda.com members
| | 00:06 | to help you get the most from this course.
| | 00:08 | These files include an Interview
Tracking Worksheet and a template for assessing
| | 00:13 | your Interview Performance.
| | 00:15 | Now, let's get started.
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1. Preparing for the InterviewUnderstanding interview formats| 00:01 | The first place to start in
preparing for interviews is to understand the
| | 00:04 | potential formats that employers will use to
determine your fit within the organization.
| | 00:11 | There are four common interview formats
and it often depends on the industry and
| | 00:16 | function for which you are applying.
| | 00:17 | The first format often
used is the phone interview.
| | 00:22 | This allows the employer to
screen the candidate at a low cost and
| | 00:26 | time-effective manner.
| | 00:28 | This technique is often used to
narrow the pool of candidates for
| | 00:32 | in-person interviews.
| | 00:34 | It is also one of the more challenging formats,
because you can't see the
| | 00:38 | reactions to your answers and
you can be easily distracted.
| | 00:43 | To be most successful in the phone interview,
you should be sure to follow these five steps.
| | 00:48 | Use a land-line, as they
are less likely to be dropped.
| | 00:52 | Turn off call-waiting as a call coming in
may distract you in the middle of an answer.
| | 00:57 | Interview in a quiet space
with limited distractions.
| | 01:01 | Without visual clues you will have to
be careful to focus on the questions
| | 01:06 | they are asking you.
| | 01:07 | Enunciate and speak clearly.
| | 01:10 | You may want to try smiling as you
answer your questions, your answers will come
| | 01:15 | across more positively.
| | 01:17 | Clarify any questions that
you aren't sure of the meaning.
| | 01:20 | You don't have the body language to
tell you when you are going in the wrong direction,
| | 01:23 | so be sure to ask the interviewer
if you've approached the question
| | 01:28 | in the way they were looking for.
| | 01:29 | The second format is the
traditional in-person, one-to-one interview.
| | 01:35 | This allows employers to get to
know you on an individual level and ask
| | 01:40 | pertinent questions to their area of work.
| | 01:43 | To be most successful in the in-person
one-to-one interview, you need to focus
| | 01:48 | on the non-verbal behaviors, like eye
contact, tone of voice, and body language.
| | 01:55 | One study shows that 93% of your
message is conveyed this way and not in words,
| | 02:01 | so it is very important in the interview.
| | 02:04 | Body language will vary based on the
country that you are interviewing in.
| | 02:09 | For example, in some
countries eye contact is direct;
| | 02:12 | in others it is not.
| | 02:14 | Also, remember to dress the part.
| | 02:17 | You want them to see you
as a potential co-worker.
| | 02:21 | The third format is the
panel or group interview.
| | 02:24 | This format allows the employer to save
time and also get multiple opinions that
| | 02:30 | can lead to more valid and
fair decisions about candidates.
| | 02:34 | To be most successful in panel
interviews, body language is still important.
| | 02:39 | A few key points to remember include:
| | 02:42 | make your introductions count,
make eye contact, and use their names.
| | 02:47 | Include quieter people into the
conversation by asking their opinion.
| | 02:52 | Remember, they are evaluating your
interaction so be sure to listen and
| | 02:56 | engage where appropriate.
| | 02:59 | You will want to make eye contact again with
everyone at some point in the conversation.
| | 03:04 | Finally, ask for business cards from
everyone on the panel for proper follow-up.
| | 03:11 | The final type of interview
is the online video interview.
| | 03:14 | It is similar to the in-person
interview, but it allows the employer to cut
| | 03:18 | down on travel and cost.
| | 03:21 | You will want to follow the same
advice and in addition these three steps.
| | 03:26 | Test run the equipment before the interview.
| | 03:30 | Arrive on video early, so you can
make any adjustments to lighting and
| | 03:34 | appearance prior to the
interviewer coming online.
| | 03:38 | Use the In Picture Mode
so you know how you appear.
| | 03:42 | Make sure your environment looks clean,
professional, and there are no immediate
| | 03:47 | distractions in the area.
| | 03:50 | Now that you have a good
understanding of the interview formats, you should
| | 03:53 | check out the next movie to gain an
understanding of the question types and how
| | 03:58 | to prepare for them.
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| Understanding types of interview questions| 00:01 | How often have you been to an interview and
been surprised by the questions you were asked?
| | 00:06 | By understanding the three basic
types of questions employers use, you can
| | 00:10 | actually prepare for the interview
and take away much of the anticipation.
| | 00:14 | The first and most common
are Behavioral Questions.
| | 00:18 | The concept is to use your past
behavior to predict future behavior.
| | 00:23 | It will often take the form of, "Tell me
about a time..." or "Give me an example..."
| | 00:28 | to allow you to draw upon your past
experiences to show your skills and knowledge.
| | 00:34 | The second type of question
is the Case or Situational.
| | 00:38 | The purpose is to evaluate problem
solving and analytical abilities.
| | 00:43 | It will often take the form of,
"How would you..." or "What would you do...".
| | 00:48 | Your answer shows how you would
approach a problem or a work situation and
| | 00:52 | allows them to see how you think on your feet.
| | 00:55 | The third type is a Resume-based Question.
| | 00:58 | The purpose is to gain more information
on experiences you have highlighted and
| | 01:03 | confirm the depth of your skills and knowledge.
| | 01:06 | They will ask you to direct questions
from your resume so you will need to be
| | 01:11 | able to expand on it in detail.
| | 01:13 | Knowing how questions will be asked is
important as you prepare for the interview.
| | 01:18 | In the next movie we will discuss
anticipating what questions they will ask.
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| Anticipating questions and preparing answers| 00:01 | It is now time to prepare
specific questions for your interview.
| | 00:05 | Remember the purpose of the
interview for the organization is twofold;
| | 00:09 | to assess your skills and knowledge;
| | 00:11 | and also determine the cultural fit.
| | 00:13 | We will analyze the job description and
develop a list of specific questions you
| | 00:18 | may get in the interview.
| | 00:20 | The first step is to start by
analyzing the job description for primary
| | 00:24 | skills and knowledge.
| | 00:26 | Look at the Responsibilities and
Qualifications sections to analyze this information.
| | 00:32 | Let's take a look at an
example Project Manager description.
| | 00:36 | The four items that would be most
important to prepare for include:
| | 00:40 | Leading multiple software
development and integration projects in Agile.
| | 00:45 | Scoping projects and managing risk.
| | 00:47 | Estimates projects using multiple techniques.
| | 00:51 | Delivering them on time and on budget.
| | 00:54 | Mentors and guides people.
| | 00:56 | The second step is more elusive in that you
have to determine the culture and desired fit.
| | 01:02 | Look for descriptive words related to culture.
| | 01:05 | In this example it would be "can-do"
attitude, take charge of conference
| | 01:10 | room, and unflappable.
| | 01:12 | If there are not words related to
culture in the description, then you may want
| | 01:16 | to schedule an informational interview.
| | 01:19 | You can now create sample
questions based on the three types.
| | 01:23 | Let's begin with the knowledge and skills.
| | 01:25 | For example, a Behavioral Question would
be, "Give me an example of a project you
| | 01:30 | have scoped and how have you managed the risk."
| | 01:33 | A Situation Question would be, "Walk us
through how you would scope the project
| | 01:38 | and manage the risk."
| | 01:39 | And finally, a Resume-based Question,
"Your resume states you managed the Agile
| | 01:44 | projects successfully; tell us more about it."
| | 01:48 | You can also prepare
questions for the cultural fit.
| | 01:51 | In our example they are looking for a "can-do"
attitude and someone that is unflappable.
| | 01:56 | They may ask a Behavioral Question like,
"Give us an example of where you have
| | 02:01 | pushed through an idea."
| | 02:02 | Or a Situational Question like, "How would
you push through an idea at this organization?"
| | 02:08 | Or a Resume-based Question, "You
mentioned on your resume that you initiated a
| | 02:12 | project, how did you do this?"
| | 02:15 | Now it is time to prepare
answers for your sample questions.
| | 02:19 | It's important to have good examples
lined up to showcase your skills and
| | 02:23 | knowledge for each of the responsibilities.
| | 02:26 | Remember to be detailed in your answer.
| | 02:29 | Use SAR as a way to prepare
and make your answers stronger.
| | 02:34 | Describe the Situation, explain your
Action, and let them know the Results.
| | 02:39 | Although you can't anticipate every
question, this will give you a strong
| | 02:44 | starting point to prepare.
| | 02:46 | In the next movie, we'll talk about
effective techniques that you can use
| | 02:50 | to practice.
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| Practicing your answers| 00:01 | Practicing for the interview helps
you feel confident and focused on the interviewer,
| | 00:05 | not stressed out
about what you're going to say.
| | 00:08 | There are several options for you;
| | 00:10 | from do-it-yourself, to fee-based services.
| | 00:13 | If you choose to do this on your own,
you'll want to mirror an actual interview
| | 00:17 | as closely as possible.
| | 00:19 | Set up a space that is conducive to
interviews, dress the part, and have a
| | 00:23 | friend or family member play
the part of the interviewer.
| | 00:27 | You can also create flashcards that
will allow you to shuffle them and be
| | 00:31 | comfortable answering in any order.
| | 00:33 | Be sure to record yourself so that you
assess your body language and confidence
| | 00:38 | as you answer the questions.
| | 00:40 | This technique takes time and effort,
but your practice will be designed
| | 00:43 | specifically for your desired job.
| | 00:46 | You may also want to consider the many
online fee-based interview practice programs.
| | 00:51 | They provide a pressure free environment
that will give you randomized questions
| | 00:56 | with little work on your part.
| | 00:58 | If you decide to go this route, you will
want to find a program that can provide
| | 01:02 | you questions based on your
industry and role of interest.
| | 01:06 | For example, jobjuice.com provides
specific questions for the MBA market and
| | 01:12 | recommends frameworks for responses.
| | 01:14 | The disadvantage of fee-based
services is that they don't provide you with
| | 01:18 | specific questions based
on the job you're after.
| | 01:22 | Regardless of the method you choose,
the more you practice, the better prepared
| | 01:26 | you will be for the interview.
| | 01:29 | Next, we will focus on the appropriate
questions you will ask to help convey
| | 01:33 | your interest and suitability for the job.
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| Researching companies| 00:00 | Up until now we've been preparing for
questions that the interviewer will be asking you.
| | 00:05 | However, you'll also want to interview
the company to make sure that it is the
| | 00:10 | right organization and role for you.
| | 00:12 | Asking questions not only confirms your
interest in the company, but also can be
| | 00:17 | used to make you stand out
in the interview process.
| | 00:20 | You want to demonstrate your knowledge of
the organization and interest in the position.
| | 00:25 | To develop your own list of questions,
you should derive them from research
| | 00:30 | you have done on the organization.
| | 00:31 | You can start with their website, but
go beyond this and find recent articles,
| | 00:36 | talk to people in the organization,
and check out profiles on LinkedIn for
| | 00:40 | organizational structure.
| | 00:42 | While you are researching,
you'll want to prepare your questions.
| | 00:46 | There are five categories of
questions that I recommend you prepare.
| | 00:50 | First, you should prepare a
question to ask about the company.
| | 00:53 | You want to demonstrate your interest,
but you also want to confirm what you've
| | 00:58 | learned about the company in your research.
| | 01:00 | Second, you should have a question
about the history of the position.
| | 01:05 | By asking why the position is
vacant, you will gain insight into the
| | 01:09 | organization and the potential for advancement.
| | 01:12 | Third, you should ask a question
about the job responsibilities.
| | 01:16 | This will allow them to see you in
that role and help you gain a solid
| | 01:20 | understanding of the position.
| | 01:22 | Fourth, you'll want to ask about
the expectations of the position.
| | 01:26 | This will allow you to
see how you'll be evaluated.
| | 01:28 | Finally, you'll want to ask what
the next steps are in the process.
| | 01:33 | This is important so you know when to follow-up.
| | 01:37 | Once you have prepared, you're
ready to go into the interview, which we
| | 01:41 | will discuss next.
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2. InterviewingMaking a first impression| 00:01 | Impressions are set within the first
few minutes of the interview, so it is
| | 00:05 | important to arrive with
confidence and a friendly manner.
| | 00:09 | The first judgment an interviewer makes
is going to be based on how you look and
| | 00:13 | what you're wearing.
| | 00:15 | It is key that they see you as a potential
employee, so dressing the part is important.
| | 00:20 | This will mean different
things for different organizations.
| | 00:24 | Be sure to note their dress code
and dress to it, or slightly above it.
| | 00:28 | Being on time is essential.
| | 00:31 | Don't be too late and don't be too early.
| | 00:33 | This can put the interviewer
in an uncomfortable position.
| | 00:37 | You should show up 5-10 minutes early.
| | 00:39 | If you do arrive earlier
than this, find a place to wait.
| | 00:42 | As you are arriving, be
nice to everyone you encounter;
| | 00:46 | receptionists and administrative
assistants often play a significant role in the
| | 00:51 | interviewing process and provide
feedback to the people interviewing you.
| | 00:56 | When you finally meet your interviewer,
greet them enthusiastically and extend
| | 01:00 | your hand to give a firm handshake.
| | 01:02 | Much of the interviewer's impression
of you is determined by the rapport or
| | 01:06 | chemistry that you establish.
| | 01:08 | Use the research you've
done to start small talk.
| | 01:12 | Be prepared with a copy of your resume.
| | 01:15 | You should be ready to offer it in case
the interviewer has misplaced their copy.
| | 01:19 | As you go through the interview
process, you may find that there are
| | 01:23 | uncomfortable situations
that you'll have to navigate.
| | 01:27 | In the next movie, we'll cover
some of these and how to handle them.
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| Navigating difficult interviews| 00:01 | Although you have prepared well for the
interview and enter confidently, there
| | 00:05 | are uncomfortable situations
that can turn into a bad interview.
| | 00:09 | A common situation you might encounter is
drawing a blank to a question you're asked.
| | 00:14 | In this case you'll want to
ask for a minute to think.
| | 00:17 | This will allow you the
opportunity to collect your thoughts and
| | 00:21 | answer effectively.
| | 00:22 | If you've prepared well, the more common
situation you'll run into is facing a bad interviewer.
| | 00:29 | A bad interviewer might be
unfocused, disinterested, and unprepared.
| | 00:34 | If this is the case, you'll want to
take charge and say something like, here is
| | 00:39 | the most recent copy of my resume,
let me tell you about some highlights.
| | 00:44 | This allows you to focus on your strong
points as they pertain to the position.
| | 00:49 | A bad interviewer may also dominate
the interview by doing all the talking.
| | 00:53 | In this situation you'll want to be
an attentive listener and take notes.
| | 00:58 | If you want to break into the
conversation, lean forward and try to get
| | 01:02 | your message across.
| | 01:03 | If that doesn't work, they will
eventually ask you if you have any questions.
| | 01:08 | This is where the questions you've
prepared will show your critical thinking
| | 01:12 | skills and match for the job.
| | 01:15 | A bad interviewer might also ask
inappropriate and illegal questions.
| | 01:20 | In the U.S., this can be personal questions
about age, ethnic background, or religion.
| | 01:26 | In most cases the interviewer is not
aware that the question is illegal, so it
| | 01:30 | will be up to you on how to handle it.
| | 01:33 | You'll want to think through what they are
asking for and then rephrase it so it is appropriate.
| | 01:39 | For instance, the illegal question
would be, "What is your native tongue?"
| | 01:44 | You would rephrase to, "I can fluently
speak English, Spanish, and Chinese."
| | 01:50 | If the question is truly offensive, you
should state, "This is a question that I
| | 01:55 | haven't gotten before, why do you ask?"
| | 01:58 | If you aren't familiar with what types
of questions might be illegal, then check
| | 02:02 | with your local laws.
| | 02:04 | In the U.S. you can find this
information at the Equal Employment
| | 02:08 | Opportunity Commission website.
| | 02:11 | Remember, it's not always your
fault if things don't work out.
| | 02:14 | You should give your best shot in
each interview, even if things go bad.
| | 02:19 | In the next movie, we'll discuss the
importance and perception of body language.
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| Understanding the importance of body language| 00:01 | Beyond practicing interview questions
and navigating difficult situations, body
| | 00:06 | language is essential to a successful interview.
| | 00:09 | As we mentioned, studies actually
show that 93% of communication occurs
| | 00:14 | through body language.
| | 00:16 | In the interview process there are
three key areas you'll want to focus on.
| | 00:20 | First, you'll want to have proper posture;
| | 00:24 | relaxed and lean slightly
forward, towards your interviewer.
| | 00:27 | This gives the impression that you're
interested versus leaning back, which will
| | 00:32 | make you appear too relaxed.
| | 00:35 | You can also try mirroring your interviewer.
| | 00:37 | Sometimes you can establish
rapport by adopting the same posture.
| | 00:41 | Second, you'll want to
maintain proper eye contact.
| | 00:45 | To avoid appearing aggressive, you
should blink at regular intervals and nod
| | 00:50 | your head now and then.
| | 00:51 | If this feels uncomfortable
for you, practice with a friend.
| | 00:56 | Third, you'll want to be aware of
the tone and pitch of your voice.
| | 01:00 | Speaking in a clear and controlled
voice will show that you are confident.
| | 01:05 | You should remember the body language
is specific to cultures, so if you're
| | 01:10 | interviewing in countries outside of
the U.S., you'll want to research proper
| | 01:14 | body language for that country.
| | 01:17 | Once you complete the interview, your
final steps will be follow-up, which we'll
| | 01:21 | cover in the next chapter.
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3. Following UpAssessing your performance| 00:01 | Once you've completed the interview,
you're in the final stage, follow-up.
| | 00:04 | A crucial step is to assess your performance;
| | 00:08 | how well did you do?
| | 00:10 | I think this is one of the most important steps.
| | 00:13 | You want to think about
what went well and what didn't.
| | 00:16 | You can use this information to
highlight your strengths and improve your
| | 00:20 | performance for future interviews.
| | 00:22 | An excellent way to assess yourself is
through performance-based techniques.
| | 00:27 | Interviewers often use this in
their own process to analyze candidates.
| | 00:32 | To do this we've provided an Interview
Performance Template in the Exercise Files.
| | 00:37 | To analyze your performance, you'll
first want to outline the factors that will
| | 00:42 | make a successful
candidate in their organization.
| | 00:46 | Start with what the interviewer
focused on and list these first.
| | 00:49 | Then go back to the job description
and identify areas that came up in the
| | 00:54 | interview and that you feel are important.
| | 00:57 | Put these in the first column.
| | 00:59 | Next, for each of these factors, put
an example you used in the interview.
| | 01:05 | Take the time to reflect on your answers to
determine how strong they matched up with each need.
| | 01:12 | Third, rate how you performed on a scale of 1-5;
| | 01:15 | 1 being unqualified and 5
meaning exceeds qualifications.
| | 01:21 | Think of yourself as the employer,
what score would you give yourself for
| | 01:25 | each of these factors?
| | 01:27 | If you didn't perform well in certain
areas, take this opportunity to go back to
| | 01:33 | develop sample questions and practice them.
| | 01:36 | At this point you may decide that this
isn't the right organization or role for you.
| | 01:42 | If you feel this way, you should write
a note thanking them for their time and
| | 01:46 | explain that the position isn't right for you.
| | 01:49 | If this is the right organization for
you, you'll want to write your thank you
| | 01:53 | notes so that they emphasize your
strengths, which I'll demonstrate in the
| | 01:57 | next video.
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| Saying thanks| 00:01 | Now that you've analyzed your performance,
you need to write your thank you noted.
| | 00:06 | You'd be surprised at how many people
do not do this step and how crucial it is
| | 00:10 | to making you the candidate of choice.
| | 00:13 | A thank you note does not need to be
hard, it's usually only 5-10 sentences in
| | 00:18 | length, but has to have a powerful punch to it.
| | 00:22 | In the first part you want
to thank them for their time.
| | 00:25 | In the second part you want to
reiterate your strength to the position.
| | 00:28 | This should be easy since you'll be
able to refer back to your Interview
| | 00:32 | Performance Worksheet and pick
out your strengths to highlight.
| | 00:36 | This should be specific to the
interview you had with this particular person.
| | 00:41 | Finally, you want to let them know
that you want the position and are looking
| | 00:45 | forward to hearing from them soon.
| | 00:47 | Also, if by chance you do not bring
something up in the interview that you feel
| | 00:53 | would make you a strong candidate;
| | 00:55 | you can add a few sentences
to highlight this experience.
| | 00:59 | You'll want your letters to arrive within 48
hours of the interview, so email is appropriate.
| | 01:05 | However, if you really want to stand out,
you can do both an email thank you and
| | 01:10 | a handwritten thank you sent out the next day.
| | 01:13 | If you choose both, the handwritten
note can be short and to the point.
| | 01:18 | If you interviewed with more than one
person, you should send each person an
| | 01:22 | individual thank you note.
| | 01:24 | Again, this will make you
stand out from everyone else.
| | 01:28 | This could be the
tiebreaker between two candidates.
| | 01:32 | You should always proofread
the drafts before sending.
| | 01:35 | You don't want any last-minute
mistakes to ruin your chances.
| | 01:40 | As a final note, keep track of your interviews;
| | 01:43 | this includes the date of the
interview, the contact, as well as any other
| | 01:48 | comments you would like to make.
| | 01:50 | We've provide a worksheet
to help you manage this.
| | 01:52 | No matter how well you did in the
interview process, you'll want to respond
| | 01:57 | appropriately to their decision,
which we'll go over in the next movie.
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| Responding to the decision| 00:01 | You should expect to hear a response
approximately two weeks after the interview process.
| | 00:06 | There are several potential
outcomes from your interview.
| | 00:09 | In the best case, the hiring
manager will call you to extend an offer.
| | 00:13 | In this case you want to let them know you're
excited to get the offer and ask for details.
| | 00:18 | Then ask them for time to think about the offer.
| | 00:21 | This allows you to collect your
thoughts prior to going into negotiations.
| | 00:27 | If the hiring manager has not gotten
back to you and it has been more than two
| | 00:31 | weeks, there can be many reasons for
this, but it is reasonable to follow-up
| | 00:35 | with a short email, checking
in and expressing your interest.
| | 00:40 | You may still be in the running.
| | 00:42 | The third scenario would be
that you don't get the position.
| | 00:45 | At this point you don't know how close
you came, so you want to keep the door open.
| | 00:50 | You should send a thank you
note to the hiring manager.
| | 00:53 | Try to connect at future
conferences or events to stay in touch.
| | 00:57 | You need to continue to network.
| | 01:00 | Remember, just because you didn't get this
job, doesn't mean you won't get the next one.
| | 01:05 | Finally, no response.
| | 01:08 | Unfortunately, employers
don't always deliver the bad news.
| | 01:12 | Many people who are hiring somebody
don't get back to the candidates who
| | 01:16 | didn't get the job.
| | 01:17 | Although not a
professional practice, it does happen.
| | 01:20 | If it has been more than a month, send
a second note reiterating your interest
| | 01:25 | in the position and your hope to
hear from them about future positions.
| | 01:30 | No matter the response you got from the
interview, congratulations on making it
| | 01:35 | to the candidate pool!
| | 01:36 | If you got the offer, fantastic!
| | 01:39 | If you didn't, take some time to
reflect and improve for the next time.
| | 01:44 | Just because you don't get the first
job you interview for, don't give up,
| | 01:48 | landing a job isn't easy.
| | 01:51 | My hope is that you learned some
valuable tools that you can use in your
| | 01:55 | interviews and that you find
the job that is right for you.
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