A Closer Look at One Hour or Less™
The Secrets of Successful Interviewing
Our author, Steve Cohen, a graduate of the University of Maryland, is a leader in the executive search business. He has been asked to consult and train leading staffing companies on sales and recruitment strategies. Steve has also trained hiring managers on interviewing skills and talent acquisition strategies. Steve was the founder and president of Corporate Recruiters, a well respected, national retained, executive search firm. Corporate Recruiters worked with fortune 500 companies, mid-size companies and progressive start-ups.
Steve was the Director of Recruitment globally for Informa, a large publicly traded company that specializes in performance improvement, information services, publishing and conferencing/events.
Steve has prepped and coached thousands of candidates through their interview process. He has debriefed with thousands of hiring managers, with differing interview styles, discussing what candidates did well and not so well during their interviews.
Our Vision
Author's Background
Author's Purpose
Chapter One
PITFALLS
Common Mistakes Made In Interviews
Chapter Two
SETUP
Writing An Effective Resume
Chapter Three
THE BLUEPRINT
Strategies For Working Effectively With Recruitment Firms, Human Resources And Internet Job Boards
Chapter Four
INTERVIEW PREPARATION
Preparation That Must Take Place Prior To An Interview
Chapter Five
FIRST IMPRESSIONS
Everything You Need To Know About Creating A Good First Impression
Chapter Six
QUESTIONS
Questions Interviewers Will Ask You and Different Styles of Questions You Should Ask the Interviewer
Chapter Seven
FOLLOW-UP
Follow-Up That Needs To Be Done To
Ensure A Successful Interview
Chapter Eight
CLOSING
Closing Techniques That Should Be Used
Throughout Each Stage Of The
Interview Process
Chapter Nine
NEGOTIATING THE OffER
How To Ensure You Receive The Company’s
Best Offer Without Compromising
The Relationship
Chapter Ten
RED FLAGS
Things You Need To Consider Prior To
Accepting A Company’s Offer
BONUS INFORMATION
Twenty-Five Of The Most Frequently Asked
Interview Questions
FINAL THOUGHTS
Encouragement from the Author
Sample chapter and back cover below:
Closing techniques that should be used throughout each stage of the interview process.
Never end any interview without closing for a next step and, when appropriate, the job. It is necessary, not pushy, to discuss the next action step.
You want to make sure prior to closing for the next step that the hiring manager does not have any concerns or reservations about your background and experience. If there is a concern, turn it around by showing empathy. For example, "I understand your concern; however, (Share information about your background, experience or accomplishments that would illustrate reasons why the hiring manager should not be concerned.)”
Allow me to restate the three questions you can ask the hiring manager prior to closing for the next step. These questions will help you flush out any concerns the hiring manager may have:
"I know we have only spent an hour together, but based on our conversation and your review of my resume:
- Do you have any concerns or reservations about my experience or accomplishments?
- How do you feel I would fit into your organization?
- What do you like about my background as it relates to the position at XYZ and what additional experience would you like to see?”
Prior to closing for the job it is a good idea to get the hiring manager to start thinking and talking about you in the role. Here are a couple of sample questions you could ask the hiring manager.
- What are some of the initiatives you would like me to get started on during my first 90 days of employment?
- When would you need me to start?
Example One:
Interviewee:
I'm excited about the opportunity you presented to me today and based on the requirements you shared with me, my background seems to be a good fit. What would be the next step in the inter- view process and are you comfortable recommending me to take that step?
Always try and get something scheduled before leaving the interview, but if you can’t, make sure you understand the interviewer’s time frame for getting back to you. It is also a good idea to ask the interviewer if it would be OK to call them to follow up if you have not heard back from them by the agreed upon date. If the interviewer is not able to give you a time frame, follow up after a reasonable amount of time.
Example Two:
The same candidate in example one has just finished the last step in the interviewing process and is closing the hiring manager for the job.
Step one: I would suggest restating your interest in the company and, if relevant, working for the person you are closing and would be reporting to. It will be more convincing if you share a reason or two why you are interested in working for the company and them.
Interviewee:
I’m really excited about this opportunity because it will allow me to use both my recruiting and management skills. I like your management style and know I could learn a lot from your experience.
Step two: I would summarize the most important initiatives of the position that were discussed throughout the interview process, then give examples of your past experience handling similar issues.
Interviewee:
You mentioned how important it was for the director of recruiting to lower the company’s attrition rate. While working at XYZ Company I led a similar initiative, which resulted in lowering the attrition rate from 21% to 9%. You also mentioned the importance of on-campus recruiting in filling some of the entry-level positions the company has struggled to fill in the past. I have over 11 years of experience successfully planning and implementing on-campus recruitment strategies. I have strong relationships with over 100 career center directors at the top 100 universities, including three located within 60 miles of this corporate office.
Step three: Ask for the job.
Interviewee:
(Start by stating the hiring manager’s first name)_________ I know I can do a good job. When can I get started?
Please use the above information as only a guide to help you put together closes you feel comfortable delivering. Remember, many times if your background is a good fit and you follow the principles within the pages of this book you will not have to close because the hiring manager will close you.
This book will share with you the most important things you need to know about interviewing and will only require an investment of One hour or Less of your time to read. Our author, Steve Cohen, has successfully coached thousands of candidates through their interviews and has trained hiring managers on interviewing skills and talent acquisition strategies. Reading this book will drastically increase your chances of obtaining the job or promotion you deserve. This book is a must-read for people who are serious about their career aspirations.
"Steve covers all the bases in an easy-to-read format. It’s worth reviewing before every interview whether you are a first time job seeker or a veteran. Having worked with Steve as both a job candidate and hiring manager, I can vouch for the fact that his insight comes from experience and is right on the money."
Jeff Barovich
Former Vice President of Strategic Account Sales, Forrester Research
"Finally an easy-to-read essential on the intimidating subject of interviewing; Steve translates his many years of real world experience into One Hour or Less as a refreshing and useful tool. Every job seeker should read this before undertaking any search for a new position."
Dale Klamford
Former Senior Vice President and Managing Director, Drake Beam Morin, one of the world’s largest career consulting firms
"This book is a must-read for anyone who is serious about looking for a job. Whether you are a recent grad or simply ready to take the next step in your career, Steve gives practical advice to help differentiate yourself amongst candidates. I have successfully used the tips in this book and can confirm that they are easy to follow and extremely effective!"
Lori Messana, Director of Business
Development, Motif E