When you, as a job seeker, are asked the most common, and toughest, interview question, "Tell me about yourself,"your answer can make or break you as a candidate. Usually job seekers
will respond with their "30 second commercial," and then elaborate on
their background. While almost every career book and career counselor
will tell you that is the appropriate response, I totally disagree.
Many
people fail in their job search because they are too often focused on
what they want in a job including industry, type of position, location,
income, benefits, and work environment. Their "30 second commercial" is
centered around this premise. The commercial describes the job seeker's
career history and what they are looking for. Too often, this is in
direct contrast to what employers are looking for.
There are
two dominant reasons why job seekers are successful in the job search.
The first is focusing on the needs of the organization. The second is
focusing on the needs of the people within that organization. In this
article, we are going to examine how to focus on the needs of the
people within organizations. This will assist in rethinking your
response to that all-important question, "Tell me about yourself."
In
order to learn how to respond to the needs of the interviewer, let's
first learn more about ourselves. We can then apply that knowledge
about ourselves to knowing how to understand and respond to the needs
of others.
Most social psychologists recognize four basic
personality styles: Analytical, Amiable, Expressive, and Driver.
Usually, each of us exhibits personality characteristics unique to one
of the styles. However, we also possess characteristics to a lesser
degree in the other styles. To determine your unique style, you can
take a Myers-Briggs assessment or go to the following site for a free
Keirsey Temperament Sorter assessment test: www.keirsey.com
Here are the characteristics that are most commonly associated with each of the styles:
Analytical:
Positive Traits: Precise, Methodical, Organized, Rational, Detail Oriented
Negative Traits: Critical, Formal, Uncertain, Judgmental, Picky
Amiable:
Positive Traits: Cooperative, Dependable, Warm, Listener, Negotiator
Negative Traits: Undisciplined, Dependent, Submissive, Overly Cautious, Conforming
Expressive:
Positive Traits: Enthusiastic, Persuasive, Outgoing, Positive, Communicator
Negative Traits: Ego Centered, Emotional, Exploitive, Opinionated, Reacting
Driver:
Positive Traits: Persistent, Independent, Decision Maker, Effective, Strong Willed
Negative Traits: Aggressive, Strict, Intense, Relentless, Rigid
Gaining
an in-depth understanding of your personality style has enormous value
in your career as well as your personal life. However, our focus today
is learning how to use this knowledge to make you more successful in
your job search.
Once you have learned about your own style and
have studied the other styles, I encourage you to have a little fun in
trying to determine the styles of others. When you meet someone for the
first time, try to identify his or her style within the first two
minutes. You can often identify styles by observing a person's
demeanor, conversation, body language, appearance, and possessions.
To
demonstrate what I mean, let's take some examples from the business
world. While there are always exceptions, generally speaking the styles
fit the example.
Analytical Style: Financial Manager (or
programmers, engineers, and accountants). They like systems and
procedures. They are slow to make decisions because they will analyze
things to death?but their decisions are usually very sound. They prefer
working independently and are usually not very good in team
environments, but they are also dependable. They buy cars with good
resale value and great gas mileage. They are conservative dressers. At
the party, they want to know why so much money was spent on Michelob
when we could have purchased Busch. They come to the party with their
laptops.
Amiable Style: Human Resources Manager. Very
people-focused. They are dependable, loyal and easygoing; very
compassionate. They will give you the shirt off their backs and the
last nickel in their pockets. They are good listeners and value team
players who don't "rock the boat." They are usually conformists and
followers?rarely leaders. They avoid conflict and are not good decision
makers. They drive four-door sedans or mini-vans to take the kids to
sporting events. They usually clean up after the party is over.
Expressive
Style: Sales Manager. Very outgoing and enthusiastic, with a high
energy level. They are also great idea generators, but usually do not
have the ability to see the idea through to completion. Very
opinionated and egotistical. Money motivated. They can be good
communicators. They prefer to direct and control rather then ask and
listen. They drive red convertibles with great stereos; to heck with
the gas mileage. They come up with the idea for a company party, but
never help clean up. They are on their way to another party.
Driver:
Corporate CEO. Intelligent, intense, focused, relentless. They thrive
on the thrill of the challenge and the internal motivation to succeed.
Money is only a measure of success; it is not the driving factor. They
are results/performance oriented. They have compassion for the truly
disadvantaged, but absolutely no patience or tolerance for the lazy or
whiners. They drive prestige cars, not because the car attracts
attention, but because it was a wise investment. They want to know why
we had a party; what were the benefits of the party, and did we invite
the banker?
Ok, now you are really getting some insight into
your style and the style of others. It is time for the interviews.
Throw out your 30-second commercial. Think on your feet.
You
will be interviewing with the human resource man