VLearning Choices, The Destination or the Journey?

Clients eager to learn sometimes find themselves exploring new career opportunities, and pose a question I've often been asked:
As a job candidate, how can I make the best possible first impression on the interviewer in the first Exin EX0-111 couple of minutes of the interview?
Should I be purely reactive to the interviewer's questions or is it more advisable to volunteer information up front.
The first couple of minutes of every interview is a dance between the recruiter and the recruited. However, we need to determine what song is playing. The candidate's goal is to inform the recruiter, sharing what they need to about abilities, competencies, and then signature strengths. Timing is everything-and this is not telling them information up front. This is discussing our abilities, strengths, etc. with them. The difference lies in our listening skills and delivery: how well we listen and respond, involve and inform, rather than simply respond or react.
The recruiter's goal in that first telephone screening is typically to access foundational clarity around basic competencies, abilities, and general level of interest in a few short minutes. Malcolm Gladwell in his national bestseller Blink: The Power of Thinking Without Thinking tells of the lightening fast Exin EX0-112 unconscious decision-making process called cognition. He speaks about decision making from thin slices of experience, not dissimilar to a recruiter making a quick judgment after only minutes on the phone. Gladwell is speaking about cognition, the process of knowing- including attending, remembering, and reasoning (decisions and first impressions) which occurs at lightning speed.
Here are a few development opportunities for improved interview preparation and increased self-awareness:
1. Invoke active listening skills. Steven Covey says we listen autobiographically. We tend to respond in one of these 4 ways:
· evaluating
· probing
· advising
· interpreting
Are you aware of your listening style?
Can you determine the speaker's communication style in 30 seconds? What is their pace, tone and style? Can you mirror this?
2. Understand - Believe - Act. Does the recruiter now understand
believe
act
The broad concept of Experiential Learning is based on the common-sense view that ideas are constantly being formed and reformed by life experiences-even job interviews. Experiential learning describes the 70% component of the classic 70 / 20 / 10 corporate development model. The 70% includes efforts on the job, in the role, self-directed or in the current context of our situation (new employment) seeking to apply depth and breadth of interviewer development activities. 090-076 The first couple of minutes of each interview conversation represent another opportunity to expand our self-awareness along the cycle of career-long development. Each interview opportunity creates an experience and becomes part of our perpetual pathway towards learning, growth, and development.