How to conduct an interview for a leadership position. Questions about motivation. Leader

We all know the common phrase: “The bad soldier is the one who does not dream of becoming a general.” We beg to differ with her, because in the pharmaceutical market there are often examples when successful specialists are not at all interested in career growth due to a change in their responsibilities. After all, for example, for a medical representative, a higher position as a regional manager implies new level responsibility and a large number of business trips, and for a senior pharmacist, the position of pharmacy manager can mean an increase in working hours, management functions and financial responsibility. However, this article is aimed at those pharmaceutical market specialists who are interested in promotion.

Possible career options

It is worth considering two separately possible options career growth: promotion within your company or moving to a higher position in a new company.

The “promotion within your company” option may seem easier: it’s enough to be an effective employee and grow within your competencies, indicate your career ambitions to your immediate manager and wait for the corresponding position to appear. However, this is not always easy to implement in practice for a number of reasons.

Firstly, the company structure may not allow for the availability of a relevant position, especially if we're talking about not about the central Moscow office, but about work in the regions.

Secondly, a manager may not always be interested in an effective specialist who consistently implements the plan leaving his team.

Therefore, it often turns out that it is easier to grow in a position in a new company. However, even in this case, we suggest that you be patient, since not every company that announces a competition for a leadership position is ready to consider candidates without experience in the relevant position. Nevertheless, such positions periodically appear on the market. Let's consider how to prepare for passing the competition for leadership position.

Find a mentor

First, enlist the support of one of the current managers - this could be your current manager if you have a trusted professional relationship with him. It often happens that an experienced and competent manager, seeing that an employee of his team has grown professionally, but the regional structure of the company does not provide opportunities for his career growth, is internally ready for dialogue on this topic. After all, a professionally burnt-out employee who is no longer interested in his functionality often stops bringing results to the team. In this case, you can act openly: indicate to the manager your career ambitions and agree that he will help you develop the relevant competencies. In turn, you will continue to work, without reducing efficiency, within the framework of your current position until the opportunity arises to leave the team with a promotion. However, this is an ideal option, which is not so often found in practice. If for one reason or another you do not want to discuss the issue of career development with your immediate supervisor, then a manager from a third-party company, for example, your manager from your previous job, can become your mentor in this matter.

Contact a professional recruiter

You can get useful recommendations at a recruitment agency. Make a professional acquaintance with a consultant who selects employees for the position of regional managers. Not a single competent recruiter will refuse to help you and give you advice on how best to pass an interview at a particular company, what competencies are important for the position you are applying for, and how best to “sell” your experience and skills. In addition, he will tell you what is known on the market about this company, and whether there are any pitfalls. After all, every recruitment agency consultant understands that today you are a candidate, and tomorrow you can become its client.

Read specialized literature

Not having practical experience To perform certain (in this case, managerial) tasks, you need to be ideally prepared theoretically in order to clearly understand the entire scope of functionality when passing the interview. Refer to professional literature. S.V. Paukov, widely known for his “Guide for a Medical Representative of a Pharmaceutical Company,” is also the author of the book “Regional Management.” Of course, there are other books and publications on this topic, they can be found both on the Internet and in the relevant sections of bookstores. We also recommend reading the relevant forums and thematic sections of pharmaceutical websites.

Do you want to know what skills you need to “pump up” in order to become good leader? Take part in the webinar What qualities should a real leader have? November 23 at 13:00 Moscow time!

Expand your functionality

Preparing for an interview for more high position, do not forget about practice. If this is correct in your case, ask your manager to delegate a number of his responsibilities to you. Many managers will be happy to delegate some of their tasks to you, as this allows them to relieve themselves. This is an invaluable opportunity for you: during the interview you will be able to say with confidence that you have necessary skills. In addition, part of the competition for a managerial position in pharmaceutical companies is often an assessment center (a method of comprehensive personnel assessment, including tests and business games), where, as a rule, the skills of applicants are tested on specific cases. In this case it will be useful for you personal experience performing a number of managerial tasks.

According to the standard, the purpose of each interview is to identify the strengths and the candidate.

But an interview with a manager is a rather specific process, because during it it is necessary to identify both the level of competence in terms of personnel management.

What does the employer want to see?

During an interview with a future manager, the employer will not only find out information about your background and skills, but will also try to determine whether you have the following qualities:

Productivity.
Pronounced leadership qualities.
The way you think.
Level of influence on other people.
Strategic planning ability.
Ability to analyze and implement positive solutions.
Self confidence.

Your answers to questions and behavior in general will tell you about these. Try to show that you are truly a leader:

Don't speak too quietly and timidly - speak confidently and clearly.
Do not show your excitement through gestures or facial expressions - do not bite or lick your lips, do not crack your knuckles, do not twirl the first object you come across in your hands, etc.
Dress presentably - not too provocatively, and not too old-fashioned.

What questions will you have to answer?

Questions to identify the level of competence, for example, “How well do you know the area in which our company operates?”

Questions to identify a leader: “As you see ideal leader? Try to compare a set of ideal qualities with those that you possess. The main thing is not to over-praise yourself and try to avoid hackneyed qualities (decisiveness, dedication, etc.).
Questions related to future success in the position: “What does it take to successful work in this position?

To answer correctly, first read the list of requirements specified in the proposed vacancy card.

Personnel management: “How to keep an employee in a position?”, “How to motivate employees?”. If you don't have an intuitive understanding of this, then familiarize yourself with the basics of human resource management using literature or the Internet.
Mistakes and failures: “What was the biggest mistake you made in your work?”

Do not say that you have not made mistakes, as this will indicate that you do not know how to admit them and do not adequately assess the situation and yourself in it. It’s better to remember some small

There are quite a lot of managerial vacancies today. But there are even more people who want to get this position. How can you prepare to be at the forefront of this race for office? Especially if you feel that working as a manager is exactly your path in life?

Labor market in modern world similar to gladiator fights. And to get through this battle, you need significant advantages, will and constant desire reach the maximum. In this article we will look at the main points when preparing for an interview. What should you pay attention to, how to be confident and how to show your competence?

Employer requirements

But let's start with how do employers look at candidates? Seeing the situation from their point of view, we can soberly assess ourselves. Adjust the direction of your personal growth. What do they require? It is important for employers that an employee devotes himself completely and unconditionally to the needs of their company. In most advertisements we find the following requirements:

Ability to build relationships and negotiate.
Efficiency of decision making.
Dedication to work, responsibility.
Self-organization and ability to organize others.
Scrupulousness.
Self-development skills.
Ability to set goals and develop plans.
Orientation to achieve success.
Ability to manage your time.

That's right. The company that has a comfortable moral and psychological climate works better., where employees are jointly responsible for the results of their work and are not afraid to take initiative. For this, the person who is at the head of all processes must be undoubted leader. He must develop strategic thinking, have high level self-control, and also need to understand your motives and subordinates. After all, if a person does not have a motive for activity, it is impossible to “force” him to work. Working with people also involves great responsibility.

The manager is responsible for all the work performed by his subordinates. And, if necessary, he must intervene and help solve the difficulties that have arisen. This means that he needs to know thoroughly the entire process that he controls. You need to plan your time according to the importance of the tasks.

Based on the above qualities, we can draw a picture of an ideal manager. Now ask yourself, what is your motivation? Are you ready to move step by step closer to this ideal, to achieve best results, climb up career ladder, and at the same time sacrifice the interests of your personality?

Create a "face". Secrets of a leader's image

We found that those with leadership abilities and exceptional analytical thinking have a better chance of getting a job as a manager. Your task at the interview is with all your appearance and behavior to demonstrate all these qualities to the interviewer.

Show that you have your own view of things and events around you. Show that you have formed as a person and you have your own image. But don't overdo it. Your behavior should be natural. Otherwise you will look funny. Creating your image takes a little practice.

Exude confidence. Work in front of the mirror with facial expressions and gestures. If your facial expressions or posture indicate tightness or stiffness, then fortune may turn away from you. You can't put your hands together. You should also avoid crossing your legs. Best pose- sit up straight with your hands on the table or on your knees. Watch your posture. When talking, make eye contact. Otherwise, your interlocutor may get the impression that you have a problem with contacts.
Polish your speech. The leader must express himself clearly, concisely and to the point. But at the same time, speech must be free. Don't let anxiety spoil your impression of yourself. remember, that communication skills necessary for a leader.
Appearance. You will benefit if you dress presentably and tastefully. Think about what shoes you will wear. Choose accessories. Your view shows internal state. Show that your credo is neatness and accuracy. Your hair, arms, cuffs - everything should look perfect. But by no means pretentious.
Openness and optimism. It is important to show the interviewer that you are optimistic about the future: you have personal goals that you are striving for. If the interviewer sees that you are full of enthusiasm and are ready to move mountains for the sake of a goal, you can safely count on success. But still, personal goals cannot contradict corporate ones. On the contrary, they need to be brought as close as possible.
Brave, active position and quick mind. You can show these qualities in conversation. To do this, find out everything about the company in advance and tell us what you think about its position in the market. Ask what priority tasks the director of the company sets for you. Find out if the owner plans to expand his business. All these questions will show your competence, maturity, and intelligence at the same time.

Types of interviews and principles of behavior

Since competition in the labor market is high, education and experience do not play a decisive role in the choice. So prepare yourself for trials and tribulations. The interview may be arranged to test your knowledge, mental stability or other criteria. Everyone knows about the usual biographical interview. But let's talk about some types of interviews that go beyond a simple one-on-one conversation. And how to behave in front of them.

Panel. During such an interview, two or three people may talk to you. Each of them evaluates a specific criterion. And then he gives his verdict to the director who makes the decision.

Principle of behavior. Each interviewer has his own plan of questions. Don't interrupt him. You will be able to ask prepared questions at the end of the interview. Don't make excuses. Be honest and friendly in your answers.

Stressful interview. It is carried out by one person or several at the same time. Their task is to take the applicant beyond the comfort zone. That is, a person is deliberately enraged: they can shout or, on the contrary, turn away and not listen at all. Try to be calm and natural. The candidate is deliberately made angry to see how he copes with stress.

Principle of behavior. Be friendly and answer the questions asked with dignity. If you remain calm and behave confidently when communicating with a clearly inadequate interlocutor, you will successfully pass the selection.

Competency interview. You are asked a series of questions that will be analyzed further. The questions will relate to the content of your work. Or simulate a situation from which you must exit in a certain way. This is how the employer extracts necessary information about the applicant and assesses the level of his preparation. The problems of psychological compatibility of employees often fall on the shoulders of the manager. Perhaps the employer wants to know about your experience in solving such problems.

Principle of behavior. Try to imagine this situation and find at least some solution.

By being aware of all the pitfalls that can block your path to obtaining the desired position, you can be better prepared. By working on yourself, you will certainly achieve your cherished goal. After all, luck favors the strongest.

An interview is called an extremely important event, and not only for potential employee, but also for the head of the company. The first wants to get a job, the second wants to get a highly qualified employee. Read on in our article about how to pass an interview for a managerial position (what to look for and what questions the recruiter will ask you). We will also tell you what answers should be given to the questions posed to you and what should not be done under any circumstances.

First, let's say a few words about the preparation stage on the eve of the interview - what can you do for yourself in advance (while still in your home)?

Preparatory stage before the interview

Of course, before going to an interview, any person strives to be as prepared as possible for it. This is the right decision, since this is the only way to impress a potential boss and demonstrate to him your best qualities, which the company needs so much. Therefore, you should start preparing for this event in advance - and not “feverishly” and vaguely figure out what to say, already in the employer’s office. In fact, this is the most common mistake among applicants - not taking a particular interview very seriously.

If an institution conducts interviews for a management position, the selection is carried out according to the most stringent criteria. Only the most outstanding of all possible candidates will be selected. Working in any position requires the availability of appropriate knowledge and skills. But someone who wants to become a leader must have other virtues - just having knowledge is not enough. A potential leader must show his personal qualities, solid work experience and achievements in this field. It must be different (in better side) from an applicant applying for an ordinary position (for example, a consultant).

What is the recruiter interested in?

When conducting such an interview, the recruiter will try to carefully study the candidate from every available angle. The applicant will have to answer great amount questions from a variety of areas. Most of all in such cases, the candidate’s qualities are studied such as:

intellectual level;
qualities inherent in a leader (does this applicant have them);
innovative thinking (will he be able to offer some new ideas that will contribute to the development of the company);
the ability to influence others;
views and ideas;
commercial savvy;
strategic vision;
attracting resources from outside;
effectiveness;
ability to negotiate with third parties;
ability to attract attention and lead in relationships;
solid work experience.

Questions from the candidate

Often the interview is carried out according to the following scheme: first, the potential boss talks about the position itself, lists the responsibilities, probable prospects and career. Further clarification of details and details follows. Only after this the candidate himself has the right to ask the recruiter his questions during the interview.

A small but important clarification: the applicant not only has the right, he is obliged to ask such questions! If he has nothing to ask his potential boss, then he has no interest in future work and positions. There is no need to prepare a huge list of these questions - you can limit yourself to two or three.

Do not forget that the main goal of the interview is to identify as many details as possible about each candidate. In other words, we are talking about “probing” them, testing their abilities and skills. You can ask about all other issues that concern you only when you have already been offered to enter into an employment agreement.

Sometimes, at the very beginning of the interview, the employer asks the candidate to tell him what his life position, goals and plans for the future are. In other words, what would he like to achieve in his career. It is necessary to provide clear and comprehensive answers to such questions, so it is better to prepare for them in advance - while still at home.

Of course, any applicant is concerned next question: How to successfully pass an interview for a leadership position?

Questions from the candidate

What does a manager ask most often?

What questions should someone who wants to get a leadership position answer?

The interview includes not just standard questions for each case (a story about yourself, the company, about your strengths and weaknesses, and so on). It also asks questions directly related to future responsibilities. They sound like this:

What leadership qualities do you have?
Tell me, what professional mistakes have you made in the past? What conclusions were drawn?
Can you influence employees?

The recruiter also often asks the candidate to come up with a specific case and asks how the applicant will solve the current situation.

Since the main purpose of the interview is to find a leader, they may also ask the following question: “What (in your opinion) qualities are inherent in an excellent leader?” You will have to list them.

Don't forget the following important point: competent management of working personnel presupposes that the manager has the following qualities:

He must give the impression of a person confident in himself and his abilities.
Must be brave.
Have a worldview.
Possess communication skills.
Must be able to conduct self-analysis.
Must be able to create a cohesive team without any problems (one that will listen to him without unnecessary objections).
Must be able to provide support to any of his subordinates.

All of the above qualities of an excellent leader are highlighted when answering the question posed by the manager. Of course, when answering questions from a manager or employer, there is no need to fall into demagoguery. That is, you should not start lengthy explanations and clarifications - this will definitely not lead to anything good for you - the interlocutor will simply get tired of you and consider you a talker (and will try to “get rid of” you as quickly as possible under any euphonious pretext).

At the same time, the “dry” circumstances of your experience will also not produce the most best experience, since competent and beautiful speech is extremely important for a leader - while observing the “golden” mean.

If you are talking about your own experience, be sure to explain how you resolved the problem that arose, what problems you were solving at the time, and what you were able to achieve. Here you need to remember this important point: make sure that your story is consistent (step-by-step). At the same time, you should not regularly insert the word “I”. The manager may consider that you are an upstart, an egoist, which will not increase your chances of getting the desired position.

Questions and answers: how to give competent answers

So, you are facing an interview because you have a desire to find a job in a management position. You enter the office and see the manager (or direct employer) who previously invited you for an interview. Now everything depends solely on you - how you prove yourself and build your future career. How to build a competent dialogue? How to answer manager's questions?

What should you pay attention to? For the following features.

Feature one: Listen to your interlocutor’s questions carefully and with concentration. There is no need to be distracted by anything or think about something extraneous. This is completely unnecessary. Did you listen to the question to the end? Great, now quickly conduct a mental analysis: what answer would the employer like to receive from you? If something is not entirely clear to you (the question asked to you is not fully understood), it is better to apologize and ask to ask it again. This is much better than a vague or incorrect answer to the question posed.

Try to provide your manager with evidence that the most important thing for you in your work is achieving your goals and results!

Candidate Qualities

What qualities do you need to have to get hired?

What qualities should a potential candidate for a leadership position have? Naturally, any boss prescribes specific criteria for himself, according to which applicants will be selected for the vacant position. workplace. At the same time, there is a list of those qualities that mandatory must be possessed by a candidate passing any interview (regardless of the level of the desired position).

The candidate must:

Don't doubt yourself and your abilities.
Look neat and tidy in appearance.
Have letters of recommendation– let’s say, from a previous place of work from a satisfied employer.
Behave culturally.
In addition, the applicant must be distinguished by sociability - be moderately sociable and not uptight, otherwise he will never become a leader. This quality is extremely important, since a person working in such a position must be able to find mutual language With different people– including with your own subordinates.

It is worth noting that all of the above qualities are considered standard for any candidate for a leadership position. But there are also those that should be inherent directly to the leader himself. He must:

Be able to manage and work with a team entrusted to him.
Be able to work with a team.
Offer your initiatives to achieve the desired result.
Be able to solve several things at once, and not just one.
Be not only responsible and serious, but also with a good sense of humor.

In other words, he must be able to laugh where it is appropriate - and concentrate where serious work is involved.

Summarizing

To summarize, we would like to point out the following: be sure to read and learn all the above criteria before going to an interview for your dream job. What should you do if it seems to you that you do not have all the above qualities? Is it really worth refusing and not going to a leadership position? Not at all.

Sometimes we show our best qualities after we begin our job responsibilities. Just remember all these characteristics and try to live up to them! You will definitely succeed!

In our article, we told you about how to get a managerial position (how to pass an interview) - what points to pay attention to so that the employer makes a choice in your favor! We talked about what questions are asked most often during interviews and gave recommendations on how best to answer them. We hope that the information presented was useful to you!

So, you are applying for a management position in successful company and discuss the possibility of an interview with a recruiter. Your future responsibilities and work seem to you to be fully consistent with your competencies.

It's easy to say, but easy to do... A job interview is one of those events where you have to show your best self. You need to present your track record to its best advantage, but it should not be too long or too detailed. You need to behave relaxed, but at the same time not allow yourself to become overly relaxed. You should prepare in advance for typical interview questions, but your answers should not seem rehearsed. Each of your remarks must hit the mark. And achieving this is very difficult.

Naturally, you should try to find out as much as possible in advance about the company and the people you are likely to talk to during the interview. The more information you can gather about the hiring manager, the more comfortable you will feel during the conversation. And the more you learn about the company, the easier it will be to ensure that your answers meet the requirements for the candidate.

In this article we will try to describe the entire interview procedure, from preparation to its actual completion. We will give you tips that will help you make a favorable first impression and correctly answer the questions asked. You will gain an understanding of verbal and non-verbal methods of communication that make sense to adopt or, conversely, avoid. We hope that thanks to our recommendations you will be able to score as many points as possible during the interview.

Preparation

The interview is designed to answer the question to what extent the candidate meets the requirements set by the company, whether he will cope with the responsibilities assigned to him, and whether he will be able to adapt to the corporate culture and working methods of the management team. When preparing for an interview, you need to think in advance what questions may be asked and formulate competent answers. You should be prepared to answer the following questions:

How do you see your strengths? It is necessary to emphasize those of your advantages that will help the company solve the problems it faces.

How would you characterize your management style? You might say something like, “I tend to favor top-down management, but I've noticed that if I involve people in the decision-making process, it's easier to get their buy-in, and the end result is almost always better.”

Why should we hire you? Re-explain how your strengths meet the company's needs.

What salary are you expecting? Be careful when answering this question. If you ask for too much, you will be removed from the list of candidates. And if you ask for too little, you will obviously sell yourself short. Not a bad option in this case, cite the results of an independent study and indicate a specific range. Even better, ask the person you are talking to talk about the nature of the compensation provided by the company.

You'll likely be asked about failed projects, too, so don't try to dodge when the hiring manager starts asking for details. Answer honestly, without trying to make excuses or become defensive. Avoid answers like, “It wasn’t really my fault,” or “I warned them it wouldn’t work.”

When talking about projects that didn't go according to plan for one reason or another, be sure to mention the actions you took, the end results, and the lessons learned. You can recall, for example, your appeals to other participants: “Having realized that we were not meeting the deadlines specified by the client, I immediately organized a series of meetings, talking with all the project executors. We were able to discuss the situation with the client and minimize losses. Ultimately, the client appreciated our frank position, and we were able to jointly develop a solution acceptable to all parties involved.”

Your interlocutor will probably ask what you see as your most serious shortcomings. Touch on just one flaw and tell us what measures you are taking to get rid of it. For example: “I’m not very good at speaking in public, but I try to take part in presentations to executives, which has improved my speaking level.”

You should not mention shortcomings in the fight against which you have not achieved any success. For example, if you say that you avoid conflict in any form, your interlocutor may think that you do not know how to manage conflict or that your management style is expressed in “burying your head in the sand.” Likewise, when you are asked if you have implemented at least one application program, but you do not have such experience, do not say that you do not have such experience, but that you can always learn if necessary. This is an unfortunate answer.

Remember that merely stating facts when answering questions is not enough. You need to describe everything so that the facts are presented in the most favorable light for you. When assessing applicants for a leadership position, the recruiting manager looks for good communication skills, the ability to propose constructive solutions at board meetings, and a willingness to take responsibility and lead a subordinate department. Instead of describing the areas for which you were responsible, tell us better about the incidents that took place. Illustrate your ability to solve emerging problems, find a successful way out of a difficult situation and achieve the desired result. Describe the current situation, the people involved and your actions, but to eliminate unnecessary digressions and details, adhere to the ODR model:

ABOUT- what circumstances or challenges did you have to face?
D- what actions did you take?
R- what results were achieved?

Try to supplement your answers with testimonials from trusted people who would emphasize the confidence and professionalism of your actions. It is advisable that it look like improvisation, and not like a rehearsed home preparation. Answers like: “I belong to the category of managers who are able to effectively solve any issues in the company” or “I am a workaholic, and until the project is completed, I am ready to work day and night without rest” sound too pompous. Don't cross the line that separates a great answer from an embellished one. In other words, don't try to make yourself look like a superhero, starting every sentence with "I," "me," and "my," and emphasizing your personal role.

Remember key events and dates concerning both the company you came to apply for a job and your own track record, so that you do not have to reach into your briefcase for information every time.

And finally, don’t think of yourself as a job applicant. vacant position. you are unique remedy solving business problems facing the company. Presenting yourself as the solution will give you the confidence that you can help the company achieve its strategic goals. And your confidence will be an additional factor for the hiring manager conducting the interview. Presenting yourself as a solution will help you define your role in the new company, successfully negotiate the compensation package you deserve, and participate as an equal member of the management team.

The most important day

On the day of your interview, you must arrive at least 15 minutes before your scheduled appointment. While you wait, think of yourself as the solution the company needs and be prepared to the interview will take place Fine. You can also observe employees entering and leaving the premises to understand how comfortable they feel there.

When entering the office where the interview will take place, smile, raise your head and straighten your shoulders. Firmly shake the hand of the person you will be talking to. When introducing each other, repeat his name with a smile. At every opportunity, address your interlocutor by name. Any person is always pleased to hear him. This will put your interlocutor in a friendly mood.

Don't sit down until you're asked to. If given a choice, avoid the sofa. You will fall into it like quicksand. Give preference to a hard chair. Sit up straight with your hands on your knees. Do not cross your arms or legs, as this indicates that you are becoming defensive.

While your interlocutor is speaking, show your attention by nodding your head from time to time and repeating the phrases he said. Make sure you understand the question correctly. Do not show that the answer has been prepared in advance. Try to guess what lies behind each question. The interlocutor, for example, may ask if you have ever taken part in the process of implementing an SAP system, but in fact he is interested in how smoothly the implementation went, whether it was completed on time and within the allotted budget.

If you don't know how best to answer a question, pause or make a clarifying comment that allows you to gain time and better formulate your answer.

Behave naturally during the conversation. Gesture. Smile at the slightest provocation. Smiling will help you feel confident. Look directly into the eyes of your interlocutor. If you are talking to a whole group of people, linger for a long time on each of them, without allowing your eyes to constantly move from one face to another.

The interview should start off well and you should be able to relax a bit. But don't take unnecessary liberties by making ill-considered comments or being overly familiar. During the interview process, it is necessary to maintain distance and show respect for the interlocutor. Don't say anything bad about your current employer, even if you are encouraged to do so. Only bring up the topic of salary if you are asked about it directly.

At the end of the conversation, the interlocutor usually asks if you have any questions. Regardless of whether you are asked to ask them or not, ask about the following:

What does the company expect from candidates for this position?

How will your performance be assessed?

What tasks will you have to solve first?

Do not ask anything about the company that can be found in open Internet sources.

When the procedure comes to an end, ask whether your interlocutor received all the information he was interested in. Suggest Additional information, especially if you haven't been asked questions that you think are relevant important for this position. Do not offer any background information unless asked to do so.

At the end of the interview, you have one last chance to show that you really want the position. Suppressing any hint of despair in your voice, demonstrate your sincere, positive interest. You might say, for example: “The opportunities here are extremely important to me. Do you still have any questions regarding my candidacy?” Ask what will happen next. And remember: the first impression made is the most important during an interview. The idea that your counterpart will have by the end of the conversation plays a secondary role.

Summarize the meeting immediately after it ends. Make note of areas where your answers were not convincing enough so that you can correct this impression in subsequent correspondence. In addition, if you are planning any kind of continuation, you will probably want to remember who said what.

Send the employee who conducted the interview a letter of gratitude for the attention paid to you, additionally argue why you are a good fit for the specified position and express your readiness to provide any other information that interests the HR manager at the first request.

Continue to remind yourself regularly, but not intrusively. And remember: the person who wants it most often gets the job.

Kevin Daly and Dale Clamforth are among the senior management team at Communispond, which specializes in coaching clients in management and sales skills, presentation preparation and communication skills.

Kevin Daley and Dale Klamfoth. How to Ace an Executive-Level Job Interview. CIO Magazine. March 11, 2008