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Interview Intervention: Communication That Gets You Hired: a Milewalk Business Book
If you are interviewing with a company, you are likely qualified for the job. Through the mere action of conducting the interview, the employer essentially implies this. So why is it difficult to secure the job you love? Because there are three reasons you actually get the jobnone of which are your qualifications and, unfortunately, you can only control one of them. iNTERVIEW INTERVENTION creates awareness of these undetected reasons that pose difficulty for the job-seeker and permeate to the interviewer, handicapping the employers ability to secure the best talent. It teaches interview participants to use effective interpersonal communication techniques aimed at overcoming these obstacles. It guides job-seekers through the entire interview process to ensure they get hired. It teaches interviewers to extract the most relevant information to make sound hiring decisions.
iNTERVIEW INTERVENTION will become your indispensable guide Create self-awareness to ensure you understand the job you wantbeforenot afterthe fact.? Conduct research to surface critical employer information.? Share compelling stories that include the six key qualities that makethem believable and memorable.? Respond successfully to the fourteen most effective interview questions.? Sell yourself and gather intelligence through effective question asking.? Close the interview to ensure the interviewer wants to hire you.
iNTERVIEW INTERVENTION will become your indispensable guide Create self-awareness to ensure you understand the job you wantbeforenot afterthe fact.? Conduct research to surface critical employer information.? Share compelling stories that include the six key qualities that makethem believable and memorable.? Respond successfully to the fourteen most effective interview questions.? Sell yourself and gather intelligence through effective question asking.? Close the interview to ensure the interviewer wants to hire you.
- GenresBusinessNonfiction
138 pages, Kindle Edition
First published March 13, 2012
72 people are currently reading
147 people want to read
About the author
Andrew LaCivita
5 books105 followersAndrew LaCivita, a globally-renowned career and leadership coach, is the founder of the milewalk Academy®. During the course of his distinguished career, he has impacted over 350 companies, more than 100,000 individuals, and spanned nearly 200 countries, helping them unlock their full potential. He is an award-winning author who gained international recognition with his groundbreaking books, Interview Intervention: Communication That Gets You Hired, The Hiring Prophecies: Psychology behind Recruiting Successful Employees, and The Zebra Code: A Step-By-Step Guide to Mastering Career Skills That Make You a Standout Professional. These seminal works, along with his celebrated vlog, Tips for Work and Life®, consistently earn top spots on reputable, worldwide lists which rank the best career advice books and blogs. Andrew remains actively engaged across various social media platforms and shares his expertise through his weekly Live Office Hours on YouTube every Thursday.
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Displaying 1 - 22 of 22 reviews
December 18, 2012
Do you ever run across a book you wish more people would read - so you go buy 10 of them to have on hand to give out to people? This is one of those books for me. Andrew covers interviewing as a process and an engagement that goes well beyond the words you use -- it is a handbook for finding your best outcome. I own a small business, and I routinely interview for consulting work. This book is an excellent guide!
May 2, 2020
The best book I've come across regarding the interviewing process. Highly recommended.
May 30, 2021
Intermediate to advanced techniques for interviewing.
Biggest takeaway is being able to communicate your skills so that the listeners can digest them.
MY GRADE: B plus to A minus.
Biggest takeaway is being able to communicate your skills so that the listeners can digest them.
MY GRADE: B plus to A minus.
January 1, 2020
This book is worth it for the final chapter alone. I literally want to read the pages out loud in my current supervisor's office. But, as LaCivita would counsel, that would be an emotional responsive and I need to be intuitive instead. While I wouldn't necessarily describe the information provided as groundbreaking, I will say that it has helped fine tune what I already do and know. Like Minda Hart's The Memo, this book also provides concrete examples and specific language. Most importantly, Interview Intervention helps me see the WHY behind certain strategy and will help me clarify my WHY when I am interviewing.
*fingers crossed*
*fingers crossed*
February 28, 2020
Interview Intervention
By Andrew LaCivita
Chapter 1:
- [ ] Know thy self. Know your needs and wants. You will have a better job search if you know what you are looking for. Do more research on yourself before you do a ton of research on the company.
- [ ] WOULD YOU RATHER BE UN CERTAIN OR UNHAPPY?
- [ ] I have clearly chosen unhappiness over uncertainty. Miserable but comfortable.
- [ ] You can always go back to where and what you were. That’s not a big deal. So take the fucking leap and take a chance.
- [ ] The 12 criteria to happiness in a job/what you are looking for
- [ ] This is a common chart, Andy has it and you have already filled it out.
- [ ] Are you serious about changing jobs or are you just dipping your toe in? Don’t leverage a new job offer purely to get more out of your current one. That’s shitty.
- [ ] Rarely is compensation lateral or linear. It ebbs and flows. With health care, 401K, company allowances, etc, compensation is often not the final number on your paycheck. Match this with your needs.
Chapter 2:
- [ ] The interview is a sign that you gave the qualifications. Once you get to the interview, your qualifications matter little
- [ ] The interview is about communication, frequently there is miscommunication in interviews. Do your best to avoid this miscommunication.
- [ ] Well liked people do better. Your job is to sell yourself and make them like you.
- [ ] They will remember how you made them feel more than they will remember if you are the most qualified.
- [ ] There are few professional interviewers, most people are not great at interviewing or being interviewed. It is your job to overcome this miscommunication with clarity, charm, and connection.
- [ ] This is all ‘how to win friends’
Chapter 3:
- [ ] Interviewers are looking to project your performance into the future, they want to see how you will fit into their organization.
- [ ] They ask two main types of questions:
- [ ] How/what you did in the past
- [ ] What you would do in the future in a given situation
- [ ] If they don’t ask both, do it for them, if answering the past question, tell them how your performance in the past would lead you to success in the future and in their organization. If they are asking about the future, answer the question but show them that your answer is based in your past performance
Chapter 4:
- [ ] The immediate goal after the greeting is to shrink the world. Find a common connection, best if it is a person but common interests are great as well.
- [ ] Research the person, look around the room. This is a person, get them to talk about what they like and you have in common
- [ ] Be appropriate
- [ ] Interviewers are dog lovers
Chapter 5: Story Telling
- [ ] Your success hinges largely on your ability to accurately articulate your qualifications and fit for the organization as well as become a timeless memory for the interviewer
- [ ] Say it so they get it. Say it so they remember it. Say it so they want it.
- [ ] 6 qualities
- [ ] Keep it short and simple. Superfluous information hinders their ability to remember.
- [ ] Capture and keep their attention. They can’t remember you if they’re not listening.
- [ ] Talk in thier lingo. Speak in a language they understand.
- [ ] Make them believe you. Use details to make yourself believable.
- [ ] Get them to care. Highlight the benefit to the individual in addition to the company
- [ ] Get them to act. Engage the interviewer to play along and act on your behalf
- [ ] I have to work on this, I have lost interviews because I kept rambling. Keep it sweet and to the point. Don’t make them find the important information in all of your talking. Give it to them concisely.
- [ ] Keep their attention through unexpectedness. Use different words and phrases that are appropriate but outside of the norm, that makes them remember you.
- [ ] How are you doing? Happiness is a moving target.
- [ ] Tell a compelling story, or use a phrase in the beginning that tells them you are gonna ask for their feedback or use a change of pattern. The story you tell and how you tell it will keep them engaged. If they can’t predict what you will say or know that you expect them to respond, will make them pay attention.
- [ ] This story telling is critical to show how you are qualified and how you will perform (chapter 3) and will keep you memorable and charming.
- [ ] Use their lexicon. Know how they speak and use their word and phrases. Industry and personal.
- [ ] Use specific details from past performances to show them what you have done. This is important on your resume and important in person, use data.
- [ ] They need to see where you will have an impact, make this clear. How will hiring you, make their job/life easier. People take action when they know something impacts them.
- [ ] Ask them this “If you were to present me with a job offer and I was to accept, what would be the first activity or project I could do to make your life easier?’
- [ ] If you have done the previous, they will be charmed and will take action on your behalf. It’s about building the impact to her, the connection between the two of you, and using charm.
Chapter 6: Interview Questions
- [ ] A great section about interview questions and how to respond
- [ ] Come back to this chapter for review
- [ ] why would you leave your current company?
- [ ] Areas of evaluation: What are the candidate’s current pain points; is the candidate a malcontent; how plausible is it the candidate will leave current employer; can the company provide the candidate a better opportunity?
- [ ] why do you want to join our company?
- [ ] Areas of evaluation: How passionate is the candidate about the opportunity; has the candidate performed extensive research; what does the candidate know about the organization; can the company provide the candidate a better opportunity?
- [ ] The ultimate answer will illustrate how the potential employer can satisfy interests your current company cannot.
- [ ] what value do you offer?
- [ ] Areas of evaluation: Can the candidate sell herself; does the candidate have unique skills; does the candidate have an understanding of the company and job responsibilities?
- [ ] Ask for clarity in what they are asking for
- [ ] what is the first act you’ll perform when you start?
- [ ] Areas of evaluation: Does the candidate have a good understanding of the position; will the candidate get up to speed quickly; will the candidate be able to make contributions quickly?
- [ ] describe a situation when you and a coworker (superior, peer, or subordinate) disagreed. take me through the disagreement and how you discussed your viewpoint.
- [ ] Areas of evaluation: Does the candidate have strong interpersonal flexibility skills; will the candidate get along with team members; is the candidate influential; is the candidate accommodating; can she compromise when appropriate?
- [ ] Show how your are practical, your philosophy, and how you solve problems
- [ ] describe an ambiguous situation that you organized, resolved, or executed.
- [ ] Areas of evaluation: Does the candidate have strong organizational skills; is the candidate a self-starter in assembling the components necessary to bring order?
- [ ] Show how you started, executed, and finished
- [ ] describe a situation where something went wrong.
- [ ] Areas of evaluation: Does the candidate respond well to adversity; is the candidate composed in stressful situations?
- [ ] Show how you overcame adversity, showed resilience, and solved a problem
- [ ] How would your coworkers describe you?
- [ ] Areas of evaluation: How does the candidate view herself; what does the candidate consider her strengths and opportunities for improvement?
- [ ] Don’t accept the premise of this question because it is speculation
- [ ] do you prefer working on a team or by yourself?
- [ ] Areas of evaluation: Is the candidate a team player; can the candidate work independently?
- [ ] describe your ideal boss.
- [ ] Areas of evaluation: Does the candidate fit well with her potential boss; what type of people does the candidate get along with; will the candidate require or want extensive supervision?
- [ ] 3 out of 4 people leave companies because of their bosses. This is a great question.
- [ ] Do not shit talk your old boss.
- [ ] Talk about the good qualities that you want
Chapter 7: Profit from Questioning
- [ ] Bring notes and make sure that they see you brought notes
- [ ] Three question categories: company, role, boss
- [ ] Ask in that order
- [ ] When asking questions, demonstrate: passion, smarts (get them to think), intelligence (gather the information you actually need)
- [ ] Think short term and long term
- [ ] There is a list of great questions to ask
Chapter 8: Closing Time
- [ ] Always be closing
- [ ] Don’t ask open ended questions at the end of interviews
- [ ] Andy’s favorite closing question
- [ ] “Do you have any reservations about hiring me?”
- [ ] “Is there anything else you’d like to know about me?” or “Is there anything I can clarify?” or “How do you feel I match up for the job?”
- [ ] This allows you the clarify any miscommunication gaps, complete blind spots, or hear feedback
- [ ] Do three things
- [ ] Confirm: You are the right person and meet their needs
- [ ] Assure: Them that you have the strengths and abilities for the requirements of the job
- [ ] Close: You are interested, confident, and what are next steps
- [ ] Because we are such as great fit, I want you to know that I am extremely interested the job. Is there anything else I can provide to help with your decision? What would be the next step in the process
- [ ] Send a prompt, sincere, not long but not very short, thank you note.
Chapter 9: Decision Time
- [ ] Make sure that your values/needs/wants are aligned with the position
- [ ] Logic plays no role in your choices, emotion does. The uncertainty will overtake the unhappiness.
- [ ] Do not let this happen to you
- [ ] Trust your intuition
- [ ] Have faith
- [ ] Look at things logically. The pro/cons/values/needs/your future and present
- [ ] Salary negotiation
- [ ] The time given and taken to respond to the job offer
Chapter 10: The Break Up
- [ ] Wrote a thank you letter
- [ ] Confirm resignation
- [ ] Specify your last day
- [ ] Be clear in these statements, be kind, and leave on a good note
Chapter 11: Wait! Don’t Leave!
- [ ] Counter Offers
- [ ] Most counter offers don’t work
- [ ] Remember how you felt and why you are leaving. Renegotiation and counter offers are about emotion, not logic
- [ ] If you do stay, they will be resentful and you will be resentful. Most people are not with the company six month after accepting the counter offer.
- [ ] They and you will be looking for a replacement/new job. There was a reason you wanted to leave. Rarely will that reason be resolved in the counter offer.
- [ ] The company and people will be hurt when you leave. Even if it is not personal, you built relationships and time at the company, no one likes to be left.
- [ ] By accepting a counter offer you are rejecting the company that offered you the position, they will remember that and word will get around. Protect your reputation
Chapter 12: If You Interview Today
- [ ] Know your value/worth/needs/wants
- [ ] Preparation and research. Review your materials and all the work you have done.
- [ ] Breath and know you are great
- [ ] Review the previous chapters
- [ ] This works and Andy’s system works
This is a great book and enjoyed it. I will come back to it and review it.
By Andrew LaCivita
Chapter 1:
- [ ] Know thy self. Know your needs and wants. You will have a better job search if you know what you are looking for. Do more research on yourself before you do a ton of research on the company.
- [ ] WOULD YOU RATHER BE UN CERTAIN OR UNHAPPY?
- [ ] I have clearly chosen unhappiness over uncertainty. Miserable but comfortable.
- [ ] You can always go back to where and what you were. That’s not a big deal. So take the fucking leap and take a chance.
- [ ] The 12 criteria to happiness in a job/what you are looking for
- [ ] This is a common chart, Andy has it and you have already filled it out.
- [ ] Are you serious about changing jobs or are you just dipping your toe in? Don’t leverage a new job offer purely to get more out of your current one. That’s shitty.
- [ ] Rarely is compensation lateral or linear. It ebbs and flows. With health care, 401K, company allowances, etc, compensation is often not the final number on your paycheck. Match this with your needs.
Chapter 2:
- [ ] The interview is a sign that you gave the qualifications. Once you get to the interview, your qualifications matter little
- [ ] The interview is about communication, frequently there is miscommunication in interviews. Do your best to avoid this miscommunication.
- [ ] Well liked people do better. Your job is to sell yourself and make them like you.
- [ ] They will remember how you made them feel more than they will remember if you are the most qualified.
- [ ] There are few professional interviewers, most people are not great at interviewing or being interviewed. It is your job to overcome this miscommunication with clarity, charm, and connection.
- [ ] This is all ‘how to win friends’
Chapter 3:
- [ ] Interviewers are looking to project your performance into the future, they want to see how you will fit into their organization.
- [ ] They ask two main types of questions:
- [ ] How/what you did in the past
- [ ] What you would do in the future in a given situation
- [ ] If they don’t ask both, do it for them, if answering the past question, tell them how your performance in the past would lead you to success in the future and in their organization. If they are asking about the future, answer the question but show them that your answer is based in your past performance
Chapter 4:
- [ ] The immediate goal after the greeting is to shrink the world. Find a common connection, best if it is a person but common interests are great as well.
- [ ] Research the person, look around the room. This is a person, get them to talk about what they like and you have in common
- [ ] Be appropriate
- [ ] Interviewers are dog lovers
Chapter 5: Story Telling
- [ ] Your success hinges largely on your ability to accurately articulate your qualifications and fit for the organization as well as become a timeless memory for the interviewer
- [ ] Say it so they get it. Say it so they remember it. Say it so they want it.
- [ ] 6 qualities
- [ ] Keep it short and simple. Superfluous information hinders their ability to remember.
- [ ] Capture and keep their attention. They can’t remember you if they’re not listening.
- [ ] Talk in thier lingo. Speak in a language they understand.
- [ ] Make them believe you. Use details to make yourself believable.
- [ ] Get them to care. Highlight the benefit to the individual in addition to the company
- [ ] Get them to act. Engage the interviewer to play along and act on your behalf
- [ ] I have to work on this, I have lost interviews because I kept rambling. Keep it sweet and to the point. Don’t make them find the important information in all of your talking. Give it to them concisely.
- [ ] Keep their attention through unexpectedness. Use different words and phrases that are appropriate but outside of the norm, that makes them remember you.
- [ ] How are you doing? Happiness is a moving target.
- [ ] Tell a compelling story, or use a phrase in the beginning that tells them you are gonna ask for their feedback or use a change of pattern. The story you tell and how you tell it will keep them engaged. If they can’t predict what you will say or know that you expect them to respond, will make them pay attention.
- [ ] This story telling is critical to show how you are qualified and how you will perform (chapter 3) and will keep you memorable and charming.
- [ ] Use their lexicon. Know how they speak and use their word and phrases. Industry and personal.
- [ ] Use specific details from past performances to show them what you have done. This is important on your resume and important in person, use data.
- [ ] They need to see where you will have an impact, make this clear. How will hiring you, make their job/life easier. People take action when they know something impacts them.
- [ ] Ask them this “If you were to present me with a job offer and I was to accept, what would be the first activity or project I could do to make your life easier?’
- [ ] If you have done the previous, they will be charmed and will take action on your behalf. It’s about building the impact to her, the connection between the two of you, and using charm.
Chapter 6: Interview Questions
- [ ] A great section about interview questions and how to respond
- [ ] Come back to this chapter for review
- [ ] why would you leave your current company?
- [ ] Areas of evaluation: What are the candidate’s current pain points; is the candidate a malcontent; how plausible is it the candidate will leave current employer; can the company provide the candidate a better opportunity?
- [ ] why do you want to join our company?
- [ ] Areas of evaluation: How passionate is the candidate about the opportunity; has the candidate performed extensive research; what does the candidate know about the organization; can the company provide the candidate a better opportunity?
- [ ] The ultimate answer will illustrate how the potential employer can satisfy interests your current company cannot.
- [ ] what value do you offer?
- [ ] Areas of evaluation: Can the candidate sell herself; does the candidate have unique skills; does the candidate have an understanding of the company and job responsibilities?
- [ ] Ask for clarity in what they are asking for
- [ ] what is the first act you’ll perform when you start?
- [ ] Areas of evaluation: Does the candidate have a good understanding of the position; will the candidate get up to speed quickly; will the candidate be able to make contributions quickly?
- [ ] describe a situation when you and a coworker (superior, peer, or subordinate) disagreed. take me through the disagreement and how you discussed your viewpoint.
- [ ] Areas of evaluation: Does the candidate have strong interpersonal flexibility skills; will the candidate get along with team members; is the candidate influential; is the candidate accommodating; can she compromise when appropriate?
- [ ] Show how your are practical, your philosophy, and how you solve problems
- [ ] describe an ambiguous situation that you organized, resolved, or executed.
- [ ] Areas of evaluation: Does the candidate have strong organizational skills; is the candidate a self-starter in assembling the components necessary to bring order?
- [ ] Show how you started, executed, and finished
- [ ] describe a situation where something went wrong.
- [ ] Areas of evaluation: Does the candidate respond well to adversity; is the candidate composed in stressful situations?
- [ ] Show how you overcame adversity, showed resilience, and solved a problem
- [ ] How would your coworkers describe you?
- [ ] Areas of evaluation: How does the candidate view herself; what does the candidate consider her strengths and opportunities for improvement?
- [ ] Don’t accept the premise of this question because it is speculation
- [ ] do you prefer working on a team or by yourself?
- [ ] Areas of evaluation: Is the candidate a team player; can the candidate work independently?
- [ ] describe your ideal boss.
- [ ] Areas of evaluation: Does the candidate fit well with her potential boss; what type of people does the candidate get along with; will the candidate require or want extensive supervision?
- [ ] 3 out of 4 people leave companies because of their bosses. This is a great question.
- [ ] Do not shit talk your old boss.
- [ ] Talk about the good qualities that you want
Chapter 7: Profit from Questioning
- [ ] Bring notes and make sure that they see you brought notes
- [ ] Three question categories: company, role, boss
- [ ] Ask in that order
- [ ] When asking questions, demonstrate: passion, smarts (get them to think), intelligence (gather the information you actually need)
- [ ] Think short term and long term
- [ ] There is a list of great questions to ask
Chapter 8: Closing Time
- [ ] Always be closing
- [ ] Don’t ask open ended questions at the end of interviews
- [ ] Andy’s favorite closing question
- [ ] “Do you have any reservations about hiring me?”
- [ ] “Is there anything else you’d like to know about me?” or “Is there anything I can clarify?” or “How do you feel I match up for the job?”
- [ ] This allows you the clarify any miscommunication gaps, complete blind spots, or hear feedback
- [ ] Do three things
- [ ] Confirm: You are the right person and meet their needs
- [ ] Assure: Them that you have the strengths and abilities for the requirements of the job
- [ ] Close: You are interested, confident, and what are next steps
- [ ] Because we are such as great fit, I want you to know that I am extremely interested the job. Is there anything else I can provide to help with your decision? What would be the next step in the process
- [ ] Send a prompt, sincere, not long but not very short, thank you note.
Chapter 9: Decision Time
- [ ] Make sure that your values/needs/wants are aligned with the position
- [ ] Logic plays no role in your choices, emotion does. The uncertainty will overtake the unhappiness.
- [ ] Do not let this happen to you
- [ ] Trust your intuition
- [ ] Have faith
- [ ] Look at things logically. The pro/cons/values/needs/your future and present
- [ ] Salary negotiation
- [ ] The time given and taken to respond to the job offer
Chapter 10: The Break Up
- [ ] Wrote a thank you letter
- [ ] Confirm resignation
- [ ] Specify your last day
- [ ] Be clear in these statements, be kind, and leave on a good note
Chapter 11: Wait! Don’t Leave!
- [ ] Counter Offers
- [ ] Most counter offers don’t work
- [ ] Remember how you felt and why you are leaving. Renegotiation and counter offers are about emotion, not logic
- [ ] If you do stay, they will be resentful and you will be resentful. Most people are not with the company six month after accepting the counter offer.
- [ ] They and you will be looking for a replacement/new job. There was a reason you wanted to leave. Rarely will that reason be resolved in the counter offer.
- [ ] The company and people will be hurt when you leave. Even if it is not personal, you built relationships and time at the company, no one likes to be left.
- [ ] By accepting a counter offer you are rejecting the company that offered you the position, they will remember that and word will get around. Protect your reputation
Chapter 12: If You Interview Today
- [ ] Know your value/worth/needs/wants
- [ ] Preparation and research. Review your materials and all the work you have done.
- [ ] Breath and know you are great
- [ ] Review the previous chapters
- [ ] This works and Andy’s system works
This is a great book and enjoyed it. I will come back to it and review it.
July 1, 2024
This is the job search Bible. Don't miss this gem if you are in any stage of your career. It's so good it is almost cheating!
March 10, 2019
Excellent book on interview preparation.
It's well-structured, covering all aspects of job change starting from the idea to search for a new job and ending with a chapter on how to leave properly. The information given, despite some examples, is not tied to specific job titles, but provided in general yet applicable way. I've been to many interviews as a candidate and as an interviewer and can verify that this book describes the psychological aspects of the interview process very accurately.
The book is easy to read and holds essential points that will help you find and get a better job that suits your needs.
It's well-structured, covering all aspects of job change starting from the idea to search for a new job and ending with a chapter on how to leave properly. The information given, despite some examples, is not tied to specific job titles, but provided in general yet applicable way. I've been to many interviews as a candidate and as an interviewer and can verify that this book describes the psychological aspects of the interview process very accurately.
The book is easy to read and holds essential points that will help you find and get a better job that suits your needs.
Read
August 16, 2024This book hones the craft of becoming an exceptional storyteller, among other valuable skills that Andy has taught that are also in the book. I learned and fortunately mastered such incredible and important skill to enable me to win all the interviews that came along.
Andy's teaching is what makes me very confident during interviews. Whenever the occasion comes up I would always revisit the book to chew on some of the key lessons and fine-tune my stories that sell myself best.
I highly recommend this book for all job searchers out there!
Andy's teaching is what makes me very confident during interviews. Whenever the occasion comes up I would always revisit the book to chew on some of the key lessons and fine-tune my stories that sell myself best.
I highly recommend this book for all job searchers out there!
September 15, 2024
This book is a must-read for anyone preparing for job interviews. It offers clear, actionable advice on how to present yourself confidently, craft compelling answers, and navigate tough questions. The practical tips and real-life examples are incredibly helpful, making it easy to apply the lessons to your own experiences. Whether you're new to interviewing or looking to refine your approach, this book provides the tools to succeed. Highly recommend!"
May 24, 2018
This is the ultimate job searching book. It has an awesome deep psychological bend to it that can transcend other areas of your life. It teaches you how to listen to the interviewer and craft your responses honestly. If you follow the outline, nuanced to you specifically (i.e. industry, desires, demographic, personality, etc) you will find your dream company.
May 28, 2021
Really recommended to those in the job search process but also for improving your career.
The book walks you on how to properly perform your job search to get the job you want; a first self-assessment, building your criteria, targeting companies, and preparing for the interview.
The book walks you on how to properly perform your job search to get the job you want; a first self-assessment, building your criteria, targeting companies, and preparing for the interview.
May 22, 2022
I was made aware of this book after watching Andy's YouTube videos and I love his content - so I knew the book would be of value also. I gained a lot of rich insight that I couldn't find with a simple Google search. I look forward to more publications and content in the future!
Read
June 26, 2024It was fantastic for framing the different aspects of the interview process and prepared me well in getting in the right mindset. My biggest take away had to do with story telling and changed everything for me in the interview process.
November 22, 2021
Highly recommended. Follow Andrew's advice if you want to ace that interview and land your dream job. I cannot recommend this guy enough.
June 11, 2024
I found the tips very helpful in this little book.
Read
June 24, 2024Great tips to consider if you are interviewing for a new role.
April 21, 2021
Still helpful and insightful even for a senior thirty-something guy who had experienced a lot of interviews.
August 20, 2020
The author details the psychological machinery taking place in the interviewer's mind & actionable steps to neutralize the biases & false assumptions.
Key takeaways
• If you are called for an interview, it means that you have been selected. Else, why would the interviewer waste time talking to you?
• Before the interview, ensure you are self-aware- analyse current situation, requirements etc.
• Requirements - Value package criteria – 12 illustrative areas
o Company track record & position for growth
o Corporate culture
o Contribution
o Appreciation
o Role
o Career development
o Boss
o People
o Office environment
o Office location
o Travel requirements
o Compensation and benefits
• There are 3 reasons you get a job but you can control only one of them:
o Encoding – Candidate’s ability to articulate
o Decoding – interviewer’s ability to interpret
o Memory (Interviewer’s capacity to remember). 2 ways to remember – Recall (without any trigger) or Recognition (Remember based on a trigger (based on the breadcrumbs you plant during the interview))
• 2 types of questions –
o What did you do? Effective way is to answer what was done in the past AND THEN TELLIM THEM WHAT YOU WOULD DO
o What would you do? Tell them what you would do BUT ALSO TELL THEM YOU DID THIS/ SOMETHING SIMILAR IN THE PAST
• 6 characteristics of story
o Keep it Short and simple -
o Capture & keep their attention – Pioneer, Doing it wrong
o Talk in their lingo
o Make them believe you – use statistics and specific information
o Get them to care – tactically, highlight how your capabilities and contributions will impact her
If interviewing with superior – indicate if you are hired, your skills are strong enough to help relieve her of some duties
If interviewing with peer – indicate how you will serve as another resource to share ideas and cross-train each other on complementary skills
If interviewing with subordinate – indicate how you can mentor her and present challenging opportunities for growth
o Get them to act
• How to ask questions – Questions based on Company >> Role >> Boss
Key takeaways
• If you are called for an interview, it means that you have been selected. Else, why would the interviewer waste time talking to you?
• Before the interview, ensure you are self-aware- analyse current situation, requirements etc.
• Requirements - Value package criteria – 12 illustrative areas
o Company track record & position for growth
o Corporate culture
o Contribution
o Appreciation
o Role
o Career development
o Boss
o People
o Office environment
o Office location
o Travel requirements
o Compensation and benefits
• There are 3 reasons you get a job but you can control only one of them:
o Encoding – Candidate’s ability to articulate
o Decoding – interviewer’s ability to interpret
o Memory (Interviewer’s capacity to remember). 2 ways to remember – Recall (without any trigger) or Recognition (Remember based on a trigger (based on the breadcrumbs you plant during the interview))
• 2 types of questions –
o What did you do? Effective way is to answer what was done in the past AND THEN TELLIM THEM WHAT YOU WOULD DO
o What would you do? Tell them what you would do BUT ALSO TELL THEM YOU DID THIS/ SOMETHING SIMILAR IN THE PAST
• 6 characteristics of story
o Keep it Short and simple -
o Capture & keep their attention – Pioneer, Doing it wrong
o Talk in their lingo
o Make them believe you – use statistics and specific information
o Get them to care – tactically, highlight how your capabilities and contributions will impact her
If interviewing with superior – indicate if you are hired, your skills are strong enough to help relieve her of some duties
If interviewing with peer – indicate how you will serve as another resource to share ideas and cross-train each other on complementary skills
If interviewing with subordinate – indicate how you can mentor her and present challenging opportunities for growth
o Get them to act
• How to ask questions – Questions based on Company >> Role >> Boss
This entire review has been hidden because of spoilers.
May 16, 2018
This book is about more than interviewing. It is about finding the right job for you, interviewing, networking, follow-up, decision making, negotiations and resigning. It is a quick read and so helpful. I created my own dividers for quick reference to topics listed above, as I know I will refer back to it often.
September 4, 2020
That's an excellent book if you are looking for guidance on to be prepared for a job interview. I also recommend watching Andrew's Youtube channel for even more insights and helpful tips on how to go over this stressful moment of unemployment, or if you are just looking career enhancement.
July 26, 2020
Do the homework, and then hire a coach
The author does in a book what you possibly maybe hopefully get from a interview coach that will cost you hundreds of dollars. If you still need a Coach I would read this book 1st.
The author does in a book what you possibly maybe hopefully get from a interview coach that will cost you hundreds of dollars. If you still need a Coach I would read this book 1st.
May 22, 2018
Interview Intervention by Andrew LaCivita offers a different perspective for those who are in search of a job or thinking about a career change. The book is written in a manner that is easy to read and understand. The book puts a lot of thought into the psychology and the motivations of the job seekers and those who does the recruiting and hiring. The book prepares the reader on how to ask and answer questions during an interview (encoding and decoding). This is the best book that I have read regarding interview skills during my job search. I would definitely recommend it to anyone who seeks help dealing with the often stressful job hunting.
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