There’s been so much demand for the Interviewing Casts, we decided to release them along with Premium Content. And, if you subscribe to Premium Content for a full year, we’ll give you these incredible casts for free.

We believe this is the most complete and detailed description of Interviewing Behavior ever produced. To show you the depth and detail, below is more in-depth about all 15 of the casts.

How To Prepare For Interviewing - Most candidates fail because they miss the fundamental focus of the interview. Spending time researching the company is usually time POORLY spent. The key is to research your background and know how to gather up all your accomplishments, and categorize them…and that’s in this cast. Also, how do you prepare delivering your answers? You’ve got to rehearse, and we tell you how here. It’s easy and fast, irreplaceable..and in this cast.

How To Write A Cover Letter - What’s the PURPOSE of a cover letter? How many paragraphs? What should each paragraph say? How much of your background should you put in it, and how do you know which parts to include?

How To Prepare Your Resume (Previously Released) - It’s more than an interviewing document: it’s about career management. We describe our one page format, and how to structure each job in three parts: administrative information, responsibilities, and accomplishments. You may not think it possible, but it’s the standard, and when you achieve it, you’ll appreciate it.

What To Wear During An Interview - So many candidates stumble here. There’s nothing worse than being told it’s casual, only to find yourself the MOST casual person in the room. It makes a difference, despite what everyone says. For men and women, we detail every item of clothing, from shoes (they must be able to be shined) to jewelry and neckwear. Colors, fabrics, length, and brand recommendations. It may not be cool…but it will help get you the offer. What’s cooler than that?

The Five Parts of An Interview, Horstman’s Laws of Interviewing, and The 5 Biggest Mistakes Made - There are 5 parts to an interview, starting with your First Impression, and ending with Follow Up (because if you don’t have the offer the interview’s not over, right?) We describe what you need to do in each part and why. Horstman’s Laws of Interviewing encapsulate years of interviewing: what works, and why. And the 5 Biggest Mistakes will surprise you.

How to Make a Good First Impression - What do you do immediately before the interview starts? Once you enter the room, did you know that the speed at which you walk makes a difference? How do you greet your interviewer? And what do you need to study BEFOREHAND to be ready for the inevitable chit-chat…which IS evaluated?

How To Answer “Tell Me About Yourself” - This is the second most important question you’ll get in an interview. There is a right structure, a right length, and a most effective way to describe your background. And, a good answer is 3-5 minutes long. Don’t believe those who tell you 1 minute!

How To Answer Behavioral Interviewing Questions - This is the crux of all effective modern interviews, and very few know how to do it well. But it’s not hard after listening to this cast and the next one. We’ll lay out what your first sentence should be, exactly what words to follow it with, how to transition into your detailed description, and how to end your answer. If you’re delivering a chronology of events, you’re doing it wrong. This cast alone will improve your success rate by 50%.

Two Examples of Behavioral Interviewing Questions - Mark actually delivers two different behavioral interviewing answers, word for word, and the shownotes give you the transcript. You can actually hear and see how the structure comes to life, and how effective our recommended approach is.

How To Ask Questions In An Interview - A lost art for most candidates, asking poor questions can sink a borderline interview. Most questions we hear ARE poor. What are the areas you CAN’T ask about, what questions are effective, and what is the actual structure of each question? Yes, we’ll tell you what to ask and how to ask it. Nothing about salary or benefits, if you’re wondering!

How To Close - Mark’s favorite interviewing tool. At the end of the interview, what do you say? What 7 words constitute a nearly foolproof technique for increasing your chances and leaving no doubt about your interest? We’ll tell you what those words are, and how to follow them with details that are persuasive.

How To Handle An Offer - How much time will you have? What do you say when you receive one? How should you accept? What do you do with multiple offers? How do you time your acceptance and decline? How much time can you reasonably expect? And how do you get more time if you need it?

How To Handle Salary Discussions - This is one of the least understood and most dangerous areas of interviewing. The old rule that “he who says a number first loses” is just plain WRONG. We’ll tell you why you can’t negotiate (it’s true), and how to discuss compensation effectively. And, when you can and when it’s too early.

How To Follow Up - Most candidates walk out of interviews and just want to be done with everything. Smart candidates write thank you notes. They know how many paragraphs it should have, and what to put in each paragraph, and how to restate their interest, and how to personalize the note. They know it gets MAILED. And, they know how to follow up by phone, with what to say, and how often to call.

How To Handle Phone Interviews - (Previously Published) We walk through how much HARDER phone interviews are, unless you are prepared. We tell you how to use being on the phone to your ADVANTAGE. Where should you be when the call comes in? What should you have in front of you? We also recommend what kind of phone to use, how to talk, and what to do beforehand. Did you know you should be standing up? If you didn’t, you need this cast.

That’s it (ha!) 15 casts of deeply detailed guidance and recommendations. This is our compendium of 20 years of recruiting and interviewing advice all in one place. It’s a great value proposition at $150, and beyond belief as a free incentive for those of you who subscribe to Premium Content for a year.

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This entry was posted on Friday, July 27th, 2007 at 6:45 pm and is filed under general.

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