Will you tell a story during the interview? For job seekers, if you want to win the favor of the interviewer, introducing yourself with story logic can add points to the interviewer's impression of you. How to tell a story in an interview? Here's what you can say in the interview!
Will you tell a story during the interview? 1 The interviewer doesn't want to know how awesome you are, just how capable you are.
A good storyteller is to organize ordinary or unusual things in an unexpected way, arouse the interest of others and make them remember. If HR remembers your story in the interview, you are likely to win the OFFER.
"An interview is to sort out your college story and tell it to the interviewer. A medical college student working for General Electric recalled his job hunting experience last year and summarized the interview as storytelling.
In the book "Interview for Interviewers in Foreign Enterprises", the author concludes: "In fact, in the final analysis, an interview is just another form of storytelling. Calm down and tell your story well, and you will succeed more than half.
Since telling stories in an interview is so important, how can we tell a good story?
Tell what story?
Job seeker: Tell stories from daily life to daily life.
Ali, who graduated this year, had such an experience. Once, an interviewer asked her, "Give me an example that you think is successful. Ali didn't participate in club activities and didn't have much internship experience. After some searching, she shared her story of being a tutor with the interviewer.
She told many small details and vividly described the situation at that time, her psychological changes and her behavior. This impromptu story unexpectedly helped her enter the second side. Ali finally summed up a point: telling stories in ordinary life well and telling them alive is the real skill.
"Everyone has his own story, and it is these stories that enrich the wonderful life of our university. Through several interviews, I gradually found that the interview is actually like telling a story to the interviewer. The interviewer feels from the story that they want to find someone like you, and the greater your chances of being shortlisted.
A medical student working for General Electric said that he had prepared several stories for himself, such as starting a club, student experience, leading a sales team, starting a business with his classmates, and attending an elite training camp. Johnson & Johnson interview tells the story of leading the sales team, while Boehringer interview tells the story of internship.
"The story may be very ordinary, but it must be told brilliantly, and it must match the position, such as how to formulate strategies, how to solve problems, what achievements we have made and what we have learned.
In fact, there is no uniform standard for Excellence. Everyone can define their own Excellence, so the preparation before the interview is to dig out your college experience and let the interviewer feel that you are different through these stories.
How to tell a good story?
Career counselor: Tell stories according to the STARL principle.
A good story is a true story first. Mr. Liu Weibin of Guangzhou Sheng Rui Enterprise Management Consulting Company believes that truth is the primary premise of the story. "If it is a fake thing, experienced HR can often find problems from the details and pursue them.
Another Mr. Chen Jiaying also thinks that if you want to tell your most touching story, which can best reflect your excellent moral character and professional skills, you must contact the position you are applying for, express people with stories, and make HR feel that you are a trustworthy person.
When young people tell stories, they often aim at showing off themselves and deviate from the theme. Experienced interviewers don't want to know how awesome you are, just how capable you are. The best job-hunting story is that job seekers really enter their own stories and speak sincerely and detached.
Mr. Dai, who works in the IT industry, said that the day before the interview, he "thought behind closed doors and deliberately summarized recent successful cases so as to mobilize the required materials at any time during the interview."
Usually, if we have a good case and do something you think is' top-notch', we should record it; On the one hand, we can sum up experience, on the other hand, we can better deal with such interviews. Mr. Liu Weibin said.
According to Mr. Liu Weibin, experienced HR will follow the "star principle" in the interview process: it consists of situation (background), task (task), action (action) and result (result).
To put it simply, in the process of telling stories, what background the interviewer tells, what problems or tasks he encounters, what means he takes and what results he gets.
According to this process, the interviewer's language will not be burdensome, but also fit in with the interviewer's listening process, so that they can understand the knowledge, experience, skills and work style of the applicant.
Because the interview time is short, the interviewer must grasp the key points and tell what others want to know according to their listening process, which will get twice the result with half the effort.
In addition, you can tell your story according to the starlight principle. "L stands for learning. Tell your interviewer what you learned from that case and what you would do if there was such an opportunity in the future;
We should emphasize what role we played and what contribution we made in the case of the story, and we should not just say "highlight" my value.
What kinds of stories are there?
Career planner: telling industry cases is the most common.
"Storytelling interviews have developed into several ways. According to Mr. Chen Jiaying, the chief career planner of Happy Work Network, the most common way is to tell a case of one's own experience in related professions or industries, which is more common in traditional industries.
Teacher Yan from a mechanical design institute attended the interview. HR asked him bluntly: "What patents have you participated in and what happened during this period?"
The second way may give you a beginning and an end, a word and a central idea, or give you a few key words to tell a story, or you can give full play to your growth and recall major events, achievements and setbacks.
The third is that the interviewer creates an environment and atmosphere in which job seekers design stories.
In fact, it is difficult for a job seeker to show his value before starting work. Many job seekers are used to introducing themselves in the traditional way. Interviewers have to face many job seekers' self-confession like a repeater every day, so it is difficult to stand out.
Therefore, in the job interview, compared with plain language description, job seekers describe and express themselves more with stories, details and plots, rather than pale and suspicious self-confession.
Relatively more interesting and fresh, it can attract the attention of the interviewer, let the interviewer have a more intuitive understanding of job seekers, gain their trust, and leave a deep impression on the interviewer, thus achieving the main purpose of telling stories.
Why tell a story?
HR: behavioral event interview is adopted according to the competency model.
Is storytelling the wishful thinking of job seekers? Of course not. During the interview, many interviewers will ask some cases, and these cases are stories.
A netizen commented that by describing your previous experience, you can see whether you have experience in dealing with similar things, and thus infer whether you are qualified for future work. Many famous enterprises or senior HR will use this method to examine job seekers in interviews.
In the campus lecture before this newspaper, a HR manager of Guangzhou Mobile said that famous enterprises generally adopt the behavioral event interview method, that is, infer your future practice through your past behavior.
When asked about the past experience of candidates, they often ask some questions to confirm whether they have certain characteristics, which are determined according to the company's competency model.
For example, if a company needs to recruit an innovative student, it depends on whether he has shown a strong sense of innovation in the things he has participated in in in the past and what ideas he has put forward in what projects.
If one thing can't decide a person, HR will continue to ask another thing. If you can find the similarities between three or four things, you can judge whether this person has this ability. Students are actually telling stories when they answer these events under HR's questioning.
Will you tell a story during the interview? 2 "Interview" is an old saying that is often talked about, and it is also a big challenge that many people face when looking for a job or changing jobs. The success of the "interview" directly determines whether the company will stay or not. Let's take a look at the following case first.
I interviewed a sales executive last week, and there was a conversation at the scene:
"Please introduce yourself in general."
"I just came to this city, I come from * * *, graduated from * * *, and work in * * * * ..." (basically repeating the contents on my resume)
"I have done sales for three years before. Please review some outstanding deeds. "
"Nothing special before. If the performance is better, it is probably a monthly income of 50,000. It is best to do it in the peak season. This year's special circumstances, everyone is not doing well, and the commission is less. "
"What do you think of the boss and colleagues in your last job?"
"The boss is ok, and he doesn't care at ordinary times. As long as the performance is good and the team leads well, nothing will happen; Colleagues occasionally grab orders, and sometimes there are some minor contradictions. "
"Do you have any plans for the next two years?"
"Make money first, sales still need to be accumulated, and I want to find a better platform to develop well."
……
Honest and frank, fluent in expression and decent in speech left me with the only impression. After the interview, he gave a temporarily unqualified answer.
Then after a few working days, this person's resume, the impression this person gave me, was turned over and passed perfectly. Many people are really stuck in the "interview" link before they get the opportunity to show their abilities.
From the perspective of the employer, I want to know the effective information of the applicant's career orientation, past performance, sense of responsibility, ability to withstand pressure and values through interviews.
The interviewer will ask questions in an explicit way, and then analyze the hidden signals through your answers before deciding whether to hire. How can we make the interviewer interested, willing and impressed by your answer? As we all know, children like to listen to stories, because the twists and turns of stories are vivid and fascinating;
By the same token, during the interview, we can also make your interview special with the help of children's thinking of listening to stories. After all, the interviewer also likes to listen to stories, especially your real work experience with content, struggle and sentiment, which can leave a deep impression on the interviewer's mind.
For example, the self-introduction part of the interview
When introducing themselves, many people often say where they are from, what hobbies they have and what they have done before.
In fact, all this information is in your resume, so there is no need to repeat it. Using storytelling method, past me+change = present me, taking the past as the foreshadowing of the story, taking change as the turning point of the story, and the achieved present me is the story node.
Self-introduction with story logic can naturally make the interviewer give you extra points.
Another example is the introduction of past achievements in the interview.
If you simply say how high and awesome your previous performance was, many interviewers still hold a "skeptical" attitude.
Tell a story of "I am awesome" in another way. The logic of the story is: background introduction → trigger events and conflict points → my feelings → what I did through adjustment → the result of the last thing → my perception of this matter.
After a story is finished, explain the background, twists and turns, and results. The connotation of "I am awesome" is expressed in a very modest and subtle way.
And our interviewer can easily get the information he wants from this story, such as resilience, initiative, values and so on.
Job interview is a stepping stone. You have to knock before you have a chance to show yourself. Combined with your resume, list the items that you think are highlights, and then design a story behind each highlight item to present to our interviewer vividly and interestingly. I wish you a smooth interview and easy customs clearance!