Author Archives: Scott Deutsch

Show Your Value: Nailing the Tough Questions in a Job Interview 

This Post was written by Scott Deutsch
Date posted: January 18, 2019

There’s no doubt that a job interview can be stressful. You want to show a hiring manager the best version of yourself, but under pressure, you might forget to mention the skills and experiences that truly show your worth as an employee. Luckily, there are some things you can do to make sure that your best qualities come through in your response to questions.

Prepare 

First, you should always research the company you are interviewing with in-depth. You should know their mission, values, industries, and past projects. Understand their business model and how the role you’re interviewing for would fit into that bigger picture. Find out about the culture and work environment. Think about how you can align your skills with the objective the company wants to achieve. Brainstorm some past experiences that you think prepared you for helping the company meet their goal.

In addition to understanding the company, you should also find out who your interviewer will be. This will allow you to understand their experiences and values in a professional sense while finding commonalities in your personality. Remember that interviewers are human beings, so finding mutually interests and learning about your interviewer can help build a relationship.

Finally, you should be prepared for certain questions moving into a job interview. Your interviewer will likely lead with the classic, “Tell me about yourself,” so make sure to put together a short marketing pitch about your skills, qualifications, and interests. Knowing what you will highlight in this first question will help you make a strong first impression.

In addition, here are some other questions you should expect to hear in some variation:

  • What interests you about this position?
  • What do you know about our company?
  • Why should we hire you?
  • How will you make a contribution to our company?
  • What are your weaknesses?

When asked about your weaknesses, frame them as a work in progress and explain how you are working to improve those weaknesses. This will show that while you might not be perfect, you are willing to work to be the best you can be for the position.

Use the STAR method 

You’ve made it to the interview, and the hiring manager hits you with the first complex, open-ended question. Don’t panic. Use the STAR method to reveal your strengths:

  • S- Situation: Describe a specific situation that you were in or an objective you needed to accomplish. Be as precise as possible.
  • T- Task: What was the goal that you were working towards? Why was it important?
  • A- Action: Describe the specific steps you took to address the situation or solve the problem.
  • R- Results: Describe the outcome of your actions using measurable results. If the results were not measurable, describe your work’s impact.

By using the STAR method, you can reveal your value as an employee while showcasing the influence you had on an organization. Following this pattern can also help you include all of the elements that make you a successful and valuable asset.

In addition to nailing your own responses, you should also have questions prepared for the interviewer. These questions provide insight about what the expectations are for the position, and can also help you see if the company is a good fit for you personally. As a guide, you could ask:

  • What types of professional development opportunities does this position offer?
  • Can you describe the day-to-day responsibilities of this job in more detail?
  • What do you like best about working for this company?
  • What are the company’s goals for the next 5-10 years?

Follow Up

After your conversation with a hiring manager, it is important that you reconnect with both gratitude and interest. In a follow up email, thank the interviewer for their time and remind them of some of the conversation points that highlight your value as a candidate. You should be enthusiastic and specific about what you gained from the interview.  In addition, you should follow up about what to expect moving forward. You can use these questions as a guide:

  • What is the next step in the interview process?
  • What is your time frame for this role?

By keeping these tips in mind, you can show how you will be a valuable asset to the company. While it is impossible to predict exactly how an interview will unfold, preparation and the STAR method will help you bring out your best qualities and abilities as a candidate.

Don’t forget to follow Bridge Technical Talent on LinkedIn and Twitter for job postings and industry insights.

 

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Chris Hughes to Present About Effective Negotiating at Ocean State PMI Special Chapter Meeting

This Post was written by Scott Deutsch
Date posted: January 9, 2019

Negotiation is a powerful tool used in a variety of professional settings. From internal conversations with hiring managers to establishing expectations in client relationships, negotiation is a critical skill to ensure individual and business success. Nevertheless, successful negotiation requires strategy and skill.

Bridge Technical Talent’s Chris Hughes will speak about the power of effective negotiation strategies at the Ocean State PMI Special Chapter Meeting on Thursday, January 17 at 6 p.m. The event will take place at the CVS Health Finance Building at 200 Highland Corporate Drive in Cumberland, RI. 

Negotiation is complex. In his presentation, Chris will outline the critical role that negotiation has from a variety of business perspectives. Chris will also provide insight into how to prepare to negotiate, execute the conversation, and reach a win-win outcome.

“Many people think they are good negotiators. However, what many people don’t know is that 90% of the real negotiation happens before you sit down,” explains Chris Hughes, Account Executive at Bridge Technical Talent. “The goal of negotiating is not to win, but rather to create mutually beneficial agreements for both parties.” 

The Ocean State PMI Special Chapter Meeting will feature presentations spanning various professional topics. The speakers will help project managers benefit from their positions, advance their companies, and navigate the ever-changing industry.

Along with invigorating insights from speakers, guests will have the opportunity to network with other project management professionals and enjoy refreshments. Non-perishable food donations will be accepted at the event to benefit Crossroads Rhode Island.  

Click here to register for the Ocean State PMI Special Chapter Meeting.  

Don’t forget to follow Bridge Technical Talent on LinkedIn and Twitter for job postings and industry insights.

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Taking the Hunger Out of Summer with the Rhode Island Community Food Bank

This Post was written by Scott Deutsch
Date posted: July 25, 2018

Summer in Rhode Island is a time of fun in the sun, beach trips and food insecurity. In Rhode Island, over 57 thousand people face food insecurity every year. One-third of those individuals are under the age of 18. This stressor is especially prevalent when the school year ends, and thousands of children who usually rely on free or reduced-price school meals return home to find their family battling food insecurity. Many community members are unaware that food insecurity in Rhode Island spikes during the summer because of the abrupt loss of school meals. Additionally, with the holiday season of giving months away, the need for donating is often out of sight. Consequently, food donations plummet during the summer. This challenges the Rhode Island Community Food Bank to gather more nutritious nonperishable donations to fuel families. Continue reading

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How to Build a Successful Team

This Post was written by Scott Deutsch
Date posted: April 23, 2018

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Building a successful team is about more than putting people with great talent together. It’s a detailed process involving clear communication and getting to know your members. Moreover, the longevity of a team stems from your ability to stand out as a strong leader. As you begin assembling your group, read our tips on how to build a successful team:

Establish relationships
As the leader, it’s your job to know each member of the team. Figure out their skill sets, their strengths and weaknesses, and their professional goals. Once you understand these, you can place each person in a role that will make them shine.

You need to understand each member individually before you can begin to help them grow close to one another. Learning more about your employees helps you find ways to motivate them, individually and as a group. From there, you’ll be able to foster the relationships between each member.

Set goals and provide incentives
Setting short and long-term goals does wonders for team productivity. It establishes a foundation with which to work off of and makes daily tasks easier to manage. Consider recommending an agile approach. Continuously check in with everyone to evaluate and discuss their progress toward the higher goals.

When certain goals are met, try providing incentives where possible. This could be bringing in breakfast, offering a day where they can work from home, or giving out gift cards. It’s no surprise that incentives like these are an effective motivator.

Additionally, go the extra mile to explore what doesn’t work with motivating your team. Remember, it’s just as important to understand what demotivates people as it is to know what motivates them.

Create a culture
Just as your organization has its own culture, your team will develop one as well. As the leader, investigate what your team members consider to be important beliefs and behaviours. How do they picture working together? What do they expect when they enter a group setting? By diving into this, you can help spearhead your team culture. Create your values and expectations together so everyone is on the same page and satisfied with their work environment.

Promote transparency
A successful team communicates clearly with one another. Not only do your members keep you in the loop, but they keep each other involved as well. Don’t forget to offer feedback on a constant basis. It’s a mistake to wait until something has gone wrong to then sit down and discuss the issues. To avoid feelings of constant scrutinization, communicate frequently and informally.

With these steps in mind, remember that every successful team is different, and you need to be aware of the nuances and dynamics of your team. Be flexible enough to adapt to what they need while still maintaining your role as the leader.

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