2014年注冊(cè)會(huì)計(jì)師《公司戰(zhàn)略與風(fēng)險(xiǎn)管理》試題及答案
Preparing for follow-up
Once the interview is over, you should write down ALL the information you've gained before you forget it (which will happen much sooner than you think). Even if you took notes, you should clean them up and add other details while they're still fresh in your mind.
PREPARATION LIST-For follow-up
Names of the interviewer(s) and anyone else you met:
Describe: employer's current situation, previous experiences, desired situation, expectations, success criteria, decision-making process.
What concerns did the interviewer (or anyone else) have about your ability to succeed in the position?
What are your advantages and disadvantages relative to the competition for this position?
Do you really want this job? Why?
Lessons learned: doing even better next time
Even with all your preparation, you may later find yourself fighting a case of the "I should have saids." No one thinks or acts perfectly on the fly. It's unreasonable to expect perfection. There's no point in banging your head against a wall, agonizing over every moment that you know you could have handled better.
You can't go back in time, so take what you learn from each interview and apply it to the next. We'll go over what you might do to recover with this employer in the next chapter.
1.As soon as possible after the interview, write down all the questions you were asked and an outline of the answer you gave. You'll quickly forget these details, so it's important to get them down on paper (or disk) right away.
2.Identify the parts of the interview where you think you could have done better. Think of every aspect of the interview, not just your answers. For starters, you can go through the do's and don'ts list on pages 65-66.
3. For each weak spot you identify, figure out how you'll do better the next time. This includes thinking of better answers to questions that you weren't prepared for (but don't spend too much time preparing answers to idiosyncratic questions that you'll probably never be asked again).
Should you ask for feedback if you don't receive an offer?
If you don't receive an offer and no clear signs of a poor fit were apparent to you during the interview, it's only natural for you to want to know what the real reasons were. You may think that the interviewer saw some flaw that you'll want to correct for future interviews.
Most interviewers won't take the initiative to share their reasoning with you. Rejection letters are usually clich?ridden and without any helpful content-the same letter is sent to everyone. And interviewers rarely call rejected interviewees to provide feedback.
There are two kinds of feedback you can get from someone who has interviewed you but didn't hire you or pass you through to the next step. You could ask them 1) what factors influenced their decision, and 2) for suggestions on how you can do better in future interviews with other organizations. While they unquestionably are experts on the first subject, their opinions may not be so valuable on the second.
I believe you have to be cautious about the feedback you get from interviewers.
Trainer Brian Tracy says that most salespeople are averse to asking for critiques of their performance, and I suppose this may have something to do with my own reluctance.
But there's more to it than a desire to avoid criticism-I believe that your approach to interviews should be grounded in proven principles rather than in the idiosyncratic likes and dislikes of a individual interviewers. People are quick to assume that what they like is what you should be doing, and that's often not the case.
You don't have to ask the interviewer what these principles are -- this book and several others (see Appendix) describe them. The question then becomes how well you are acting in accordance with those principles.
Since there are only two witnesses to your interviews-you and the interviewer-there are only two people who can make informed suggestions on how your performance in actual interviews can be improved. You'll have to decide for yourself how much weight you give to their comments. Certainly if you notice a pattern in the responses you get from different interviewers, you've likely identified a problem to work on.
It can be difficult to approach an interviewer for feedback. If you tell them you want to ask about how they reached their decision it will probably sound like you're challenging the decision or demanding conclusive justification of it. No one is going to speak with upset interviewee bent on confronting them and insisting to know why they weren't chosen.
It's better to say that you'd appreciate it if they could give you some specific feedback or leads to help you in your meetings with other employers. At this point the interviewer may be feeling some sympathy for you, and they may be more receptive to helping you out -- as long as you maintain a positive attitude.
Don't challenge any comments they make-even if you think they're completely wrong. That interview is over. Thank them for their time and move on. Be sure to write down what they say. You may find that you can give it a fairer hearing after some more time has gone by.
【注冊(cè)會(huì)計(jì)師《公司戰(zhàn)略與風(fēng)險(xiǎn)管理》試題及答案】相關(guān)文章：
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