How to Structure Your Interview Answers - Avoid These Common Mistakes!

How to Structure Your Interview Answers - Avoid These Common Mistakes!
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0:00 - Intro
1:03 - Types of Questions
1:43 - Importance of Structure
4:13 - Open-Ended Questions - CFS Method
10:54 - Commonly Asked Questions - Rule of 3 Method
12:48 - Behavioral Questions - STAR, PAR, WAR Method
16:05 - Prepare & Practice
Other videos referenced as cards in this video:
1:03 - Types of Questions - • How to Tackle The 7 Mo...
7:13 - Program Management Framework - • Program Manager Framework
11:23 - Job Description - • What Questions Will I ...
11:29 - Job Description - Video #2 - • How to Create Practice...
Additional Videos that might help:
Behavioral Examples - • How To Answer Behavior...
STARL Method - • How to Use STAR Method...
STARLF - • The STAR Method - Add ...
STAR - Situation - • The STAR Method - Situ...
STAR - Actions - • The STAR Method - Acti...
STAR - Results - • The STAR Method - Results
Open-Ended Questions - • How to Answer Open-End...
Question Sandwich - • How to Handle Hypothet...
Open-Ended Screen Share - • Open-Ended Interview Q...
Vague Questions Screen Share - • Customer/Client Google...
Open-Ended Structure - • Open-Ended Interview Q...
Social Media:
Connect with me on LinkedIn - / jeffhsipe
THANK YOU!

[@jeffhsipepi]

Hi everyone, I tackle a lot of items in this video, I hope it helps!

[@jaganeeshwars140]

Good video sir..😇

[@shubhamvishwakarma9233]

You are awesome !!! Your content is awesome !!!

[@jeffhsipepi]

Shubham, thank you!!

[@muskduh]

Thank you

[@jeffhsipepi]

Glenn, thanks for watching!

[@viktor4207]

Jeff, thank you so much for your videos! Super helpful! Any ideas on what to expect in an interview with a Google director? Do you have any videos that would be helpful in preparation for it?

[@jeffhsipepi]

Viktor, I would treat the Director conversation the same as any other interview. Like all interviews at Google, expect anything! I know this is not super helpful, but truly there is no consistent theme that happens with my clients getting interviewed by Directors, good luck!

[@viktor4207]

@@jeffhsipepi Thank you Jeff! You have an amazing channel, so helpful!

[@jeffhsipepi]

@@viktor4207 Thank you!

[@mobilecenter9918]

@@jeffhsipepi ,

[@mobilecenter9918]

Me

[@DrBrito]

Great content, direct to the point! Thank you I had some interviews with google, and the major point of their feedback was that my answers to my pairs weren't technically detailed enough. On what should I focus to improve on this? The position was for PgM for IT Compliance! Cheers,

[@jeffhsipepi]

Douglas, can you ask your question in a different way? I am unfamiliar with this terminology "answers to my pairs?" Thanks!

[@DrBrito]

@@jeffhsipepi I meant, I was answering to PgM from Eng. Compliance. Possible future colleagues.

[@jeffhsipepi]

@@DrBrito Got it, thanks for clarifying. What I find with clients is sometimes they don't go into enough technical depth. My advice, get after it! Get into the technical weeds, just stay super organized and succinct when you do it. I hope this helps!

[@Lima3578user]

Hi Jeff, the hiring manager informed that the JD is for a junior role however I'm considered for a senior TPM role although the team is the same as in the JD

[@jeffhsipepi]

llima, ok, that is good news, they don't always have the ideal JD to share with you.

[@lienaag]

Jeff, I am binge watching your videos. I have an upcoming PM (non-tech) recruiter phone screen in couple of days with Google. I failed one loop interview with AWS a month back, cleared the HM phone interview. I do not want to mess this opportunity. How much do you think I should allocate to every example on an average so that the interviewer doesn't yawn. Also, when they ask if given a chance, would you have done something differently? What is ideal to say, "yes" or "no"?

[@jeffhsipepi]

Lina, I like 3-4 minute answers, and we always say yes to what we would have done differently, because we can always improve and tell them what you could have done better, what you learned from it, and how have you applied those learnings.

[@dbzwarlord]

Every company has a "leadership" interview, but most people aren't leaders, unless you heavily dilute the definition of leadership. Does this paradox cause companies to miss out on potentially good hires?

[@jeffhsipepi]

Andrew, when thinking about leadership I think it is critical that companies look for an example of how their candidate's have demonstrated leadership AND have them discuss more generically what makes a good leader and why. If companies test both sides of the coin, they will likely be able to identify better leaders. But like every interview, it is an imperfect process. Thanks for your comment!

[@rameshmaddali3864]

Hi, good video, you mentioned about STAR method, PAR and WAR method, can you please share some document about them, what are they ??

[@jeffhsipepi]

Ramesh, all these methods can be used to answer behavioral questions. I have a tone of content on the STAR Method because it is the most popular. You can use this playlist to learn more - kzbin.info/aero/PLePbzYpjlB26uX9QFkjXmrKJ1legeHqQg

[@rameshmaddali3864]

@@jeffhsipepi thx for the prompt reply, will check them out

[@aadityapratap007]

Best random click I've ever had.

[@jeffhsipepi]

@aadityapratap007, amazing!!! Thanks for watching!!

[@jaswandichitre9097]

For frameworks how much detailed enough you think is optimal ?

[@jeffhsipepi]

Jaswandi, very little! You want to just cover the topics from a very high level. Usually, the area I see candidates struggle is giving too much detail to concepts that are very clear. Focus on more on the words being strong than adding additional meaningless detail (I like to call it fluff). Think 30 seconds or less on your framework if possible! Thanks!

[@jaswandichitre9097]

Thanks Jeff and I believe the “GOPSSSSR” framework also applies for technical sales roles. Please confirm.

[@jeffhsipepi]

@@jaswandichitre9097 It is, the framework you are talking about is: GHBTRRSSS: G - Goals/Objectives H - Historical Data B - Budget T - Timeline R - Resources R - Risk S - Scope/Scale S - Stakeholders S - Shared Vision This framework is operational, meaning it could work for any role at a high level, thanks!

[@omnieraiq]

If you can give example of CFS method

[@jeffhsipepi]

OmniEra IQ, to learn more about the CFS method, check out our free desktop, we teach people this methodology - www.practiceinterviews.com/signup. In many videos we cover questions using this methodology and we have added a step, assumptions. So we now call it the CFAS method.

[@pilot9792]

@@jeffhsipepi Hey Jeff! The link isn't working anymore :(