Stand out from the herd. (Photo by Casey McCorison, near Jackson Hole, Wyoming,)
Preparing for a Promotional Interview: It’s Never Too Soon to Start
If you want to be promoted to a higher organizational level or move into a specific area of work, start preparing for it long before management announces an opening. Rather than preparing just for the interview, prepare for the position and the work, then let that preparation show in your interview or other testing.
It is true that some in-house interviews are not optimally objective and do not identify the person best suited for the role or task. However, often that accusation is a way to justify not getting the position. One thing is for sure; If being selected based on an interview is the only way to move ahead, you will simply have to hope that the interviewer (s) and interview questions, give you chances to show your best self—then, take advantage of the opportunities.
The first step is to review your career and what you have done in your current work assignment and see how you have demonstrated your readiness for the position you seek. That will help you prepare for two questions that probably will not be spoken, but if provided anyway, will help you stand out from the others:
1. “So what?” This is what interviewers are thinking when you give a list of your career accomplishments. You know you have worked hard and have done several significant things, but the interviewers may need to be told how those things link to the position you seek.
As you discuss the most significant things you have done, link it to the position you seek: “That project taught me a lot about scheduling and time management. I can apply it if I’m chosen for the Team Leader position, by helping team members develop their own skills in that area and by being more effective than I would have been without the project experiences.” One candidate was disarmingly honest and said, several times, “Here is how I’ll use that, if I’m promoted.” There was no question in the minds of the interviewers that he had given it some thought.
2. “Why should we believe you?” This is essentially, “Can you prove it?” It is what interviewers are thinking when you say you will be effective in the new work or that you are a great team player or will be committed to the goals of the manager, or whatever you say you will do and be. Can you prove it by what you have done in your current work? One anecdote to show how you work and what you can be depended upon to do, is worth a dozen unsubstantiated promises.
After the most significant things you promise or state, see if you can provide an example. “Yes, I’m very committed to our company’s values in that area. For example………….” Or, “I know I can adjust to the new software, because….”
Be preparing, all the time. The answers to both of those unspoken questions have to be in-progress all the time–almost from the day you are hired. You can cram facts and knowledge but you cannot cram experiences, accomplishments, reputation and proven skills–those are developed over time.
Not all promotional processes involve an interview, some involve a review of your work or a review of a package you prepare about your work. Many employees discover they do not have as much to offer as they thought they did. They waited until an opening was announced to start preparing to get promoted. If you genuinely have been interested in the job or promotion, you will have done something in your current work that shows it. Find that something, then look for opportunities to let the interviewers know about it. If they never give you the opportunity, be prepared with a closing statement that covers some of it. When they ask, “Do you have anything else you would like to add?,” be ready!
December 6th, 2014
Posted by
TLR |
Assessment Centers and Interviews |
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Note: Thanks to all of you who responded to this post. I have several classes scheduled, including an experimental class that will allow participants to practice assessing. That ought to be interesting!
Keep in touch if your organization would like to host this or any other training.
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This is an unusual post for me, and those who are not involved in law enforcement will have to forgive me for it! You have noticed, I hope, that I do not advertise in this online journal. I want it to be a learning resource, not just a business opportunity for me. However, this information is about a learning resource, so I will beg your indulgence!
Police and Fire Department Assessment Center Training: I am considering presenting my Assessment Center preparation class (Professional Development Through Assessment Center Preparation) sometime in the next few months (July-September, 2008) but am not certain whether I should offer it in the Denver Metro area, or go outside the area to some other part of the state. Or, in some other state.
Let me know what you think: If you are seeking training and were not able to attend the last few seminars, or know someone who needs the class, contact me through Comments, the Contact Me section, or directly by email to let me know your interest and when your process is scheduled.
Who should attend and when: Anyone who thinks they will have a promotional process in the next three years should be preparing now. I’m serious! I find it so disheartening to have people want training when their process is only a few weeks or even a few days away. An Assessment Center measures your knowledge, skills and attitudes related to the job you seek. You cannot cram the experiences, opportunities, training, assignments and activities you need, into a few weeks or months.
You can ask almost anyone who takes a promotional process and they will say they wish they had started preparing sooner! You are not just preparing for the process, you are improving your skills for your daily work, then you will apply that to the process. If you know someone who should start now, or you know you should, do it and tell them about it. .
Could your department host a class? I am always happy to work with officers who have a training room and refreshments available, plus someone to assist me during the busy day. Perhaps that would be a way for you to get free training?
If you do not have time for the day of training, at least purchase my book from the publisher, Charles C. Thomas, or from Amazon, and send me an email to let me know how you are doing. If I can help, I will!
If you are new to the Assessment Center concept, you can read a bit more in a post from a few weeks ago by clicking here.
Best wishes to you, whatever you decide to do. But, if you would like some focused training on Assessement Centers, contact me about dates that might work. Maybe I will do a class in your area soon!
June 22nd, 2008
Posted by
TLR |
Assessment Centers and Interviews |
14 comments
In a previous post I said the time to prepare for career development is now. I’ve been very proud and happy that my book on preparing for police Assessment Centers has become a resource for many hundreds of people who are committed to professional development. It is available from Charles C. Thomas Publishers, and from Amazon.
The book has also been useful for those who need a resource for developing an assessment process–either for career development, for an evaluation of individual and group training needs, or for hiring or promotion. The concepts are applicable in any setting–including criminal justice, government and the private sector.
There are several other books on Assessment Centers available, but mine is unique in that it is well-researched, written in a personal style, and provides a mini-reference section that gives you an overview of many key topics you need to know about. I’ve received dozens of emails from people who tell me they used it in their promotional process and continue to use it at work every day. That makes sense, because as I say in the book, “Every day is an Assessment Center!”
If you have a police or fire department Assessment Center coming up, buy the book. Even if you do not buy the book, consider contacting me and letting me know what you are doing to prepare. If I can help, I will!
January 6th, 2008
Posted by
TLR |
Assessment Centers and Interviews, Personal and Professional Development |
3 comments
