Before you walk into your real job interview, it’s important to practice. You want to make sure your answers, behavior, and attire are top-notch. After all, this is your shot to work for your dream company. Don’t let that opportunity slip because you failed to prepare!
In addition to researching the company, answering common interview questions, and finding the perfect interview outfit, you should consider conducting a mock interview. Mock interviews help you get comfortable and allow you to identify weak areas in your potential job interview.
Here are five things you MUST do in order to conduct an effective mock interview:
1. Find An Objective “Interviewer”
Trust me, you want to leave your family, friends, and significant other out of this. It won’t be pretty. You need someone, perhaps a colleague, mentor, or coach, to conduct a fair, uninterrupted mock interview experience.
Plus, if they know what they’re doing, they can help you prepare much better than someone who’s just winging it to help you out.
2. Treat Your Mock Interview As If It Were The Real Deal
Again, the whole point of doing a mock interview is to practice for the real thing. That means you need to prepare and perform as if it were a real job interview.
Don’t goof off or get embarrassed. You need to get comfortable with your responses and body language so you can knock your real job interview out of the park.
3. Prep Your Mock Interviewer
Give your mock interviewer some background on both the job and the company so they have some context. This can help them ask you questions related to the industry, company, and role, which will help you prepare more effectively for the real thing.
Also, consider giving your mock interviewer a list of common interview questions they should ask you so you can practice.
4. Dress Like You’re Going In For The Real Interview
You might feel a little ridiculous going into your mock interview dressed to the nines, but it’s part of the prep work. You want to make sure everything looks good, fits right, and feels right before your formal interview.
The last thing you want is to wear a blouse or a dress shirt that’s see-through. Plus, your mock interviewer can help you figure out if your outfit is appropriate or not.
5. Get (Honest) Feedback From Your Mock Interviewer
The most important part of doing a mock interview is getting honest feedback from your interviewer. You need to have a clear understanding of what you should improve before you go in for the real job interview.
Ask them for their overall opinion of the mock interview, then get their thoughts on your attire, body language, responses, and anything else you’d like to get feedback on.
Again, this isn’t a job for family, friends, or significant others. You love them, but when it comes to giving feedback, they will either be overly critical of your performance or not completely honest in an effort to spare your feelings and avoid destroying your confidence.
Remember: practice makes perfect! These five tips will ensure you walk away from your mock interview feeling prepared and ready to ace the real deal!
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This article was originally published at an earlier date.
Part Two: The Steps Toward Achieving Data Governance
- Data Strategy
- Stand up the Data Governance Committee (Choose the Sponsors Early on)
- Data Management Framework (What, How, Who)
- Business Case for Data Governance
- Stand up Data Management/Governance Teams
I have seen organizations stand up tactical teams before a data strategy was defined, with the identified pain points and opportunities. The results were mixed at best. Data strategy should drive all subsequent steps.
Standing Up The Data Governance Committee
To get organizational buy-in to treat data as a strategic organizational asset and value driver, a committee should be formed to guide the data governance tactical program(s), including the day-to-day management of data. It is vital to obtain C-level top management support to ensure that the program achieves the proper funding and enterprise support levels.
The C-level executives sitting on this data governance committee should include functional and user base leaders: the chief data officer (or the chief data analytics officer), chief risk officer, chief financial officer, and depending on the size of the firm, the chief operating officer, and the CEO. Leaders from heavy data user groups, such as marketing, digital, and operations, should also be part of this group. While this group will tackle enterprise issues, sub-committees can be formed to address specific business line needs. Committee participants should be engaged, data literate, contribute best practices, and challenge the team to uplift and mature capabilities.
Designing The Data Management Framework
Once the committee is set, we can progress governance by setting up a data management framework. This playbook defines the people, processes, and technologies related to governing data.
So far, so goodâmost organizations get to this pointâ¦but ignore the overall business case. A business case spells out the success metrics and ROI of investing in and governing data.
Ok, now to set up the framework and the function:
- Data management is a living, breathing framework, not a one-off project focusing only on one aspect, such as regulatory compliance. I’ve seen organizations get so focused on one part of data management that they lose the forest for the trees and never get to the vision laid out in their data strategy. This often keeps data management and data governance in the organization’s basement only to meet specific near-term needs. If we don’t think about data holistically and the broader use cases, leadership will eventually ask about unfunded data that can be monetized. This conundrum boomerangs on the CDO, who is then faulted for not taking a broader view of data when they were only funded for a limited scope.
- Formulating the data management framework: The first step after completing the data strategy, which requires business input, is to lay out a policy document that spells out how and who will govern data. You can then lay out the elements of the data management framework. Right now, many firms have an enterprise data management framework, but it may have been drawn up quickly with only one or two data domains, such as risk or finance.
The Elements Of An Exemplary Data Management Framework (In No Particular Order)
- Restate the data strategy to codify it into the DNA of the organization.
- The guiding principles, policies, and standards for managing data in your organization. Every organization will have a different slant depending on the business model.
- Identify to whom and to what the framework applies.
- Ensure compliance with risk governance and set the policy for compliance and controls.
- Monitoring data (including its quality) throughout its lifecycle.
- Ensures consistent data definitions, standards, and policies.
- Secured and classified data by its risk level and the type of informationâtypically aligned to an information security policy.
- Data governance must align with privacy policies and regulations.
- Specifies the roles needed to govern data within a data management organization and businesspeopleâs function through stewardship and ownership.
- Identify the need for data controls and enforcement policies.
- Provides for a data governance literacy program: includes standard definitions.
- Creates master data: the relationships between data elements and entities in the firm.
- Creates a metadata repository: data about data, the definition of a data element, and where it comes from.
- Creates reference data: detailed data about each data element. Values and attributes.
- Creates a data catalog: all data is documented in terms of what sources it comes from.
Once again, it is time for a sanity check: Are all of these elements tied back to an enterprise data strategy? What are your thoughts about data governance and management? What has been your experience? Let me know!
Next Post: Standing Up For Data Management And Data Governance Teams
Got an interview coming up soon? We know you have a busy life, and sometimes thereâs just not enough time in the day to scan through articles to get the information you need. Thatâs why we created the Interview Cheat Sheet! We pulled the best tips, tricks, and advice from our archives and put them all in one place just for you.
Here are eight solid interview tips from our experts:
When you’re preparing for your interview, you need to make sure you cover all of your bases. Here are some tips on what to say to a potential employer:
1. Stay away from superlatives.
Keep it singular. Superlatives such as âweakest,” âworst,â or âbiggestâ indicate the greatest degree of whatever is it describing. âBiggest weaknessâ is the weakness of the highest degree implying there are other weaknesses of varying degrees but weaknesses nonetheless. That begs the question: âWhat are some others?â Likewise, âneed most to improveâ implies there are others areas for improvement. In any case, try this as an alternative, âIf I had to come up with oneâ¦â (No negatives, no multiples.)
(Original article: 4 Tips To Answer Tough Interview Questions Correctly)
2. Be prepared with questions for the employer.
Each interview takes on a different format, but somewhere along the way, an employer will likely ask if you have any questions. Even if the interview was packed with information, always have questions prepared to ask the employer that have not been touched on or that you can benefit from by having more information.
Asking questions expresses to an employer that you are serious and sincerely interested in the company and position. Asking the ârightâ questions can also help solidify a positive impression. For instance, if you have done the proper research on the company before the interview, you may have knowledge of developments happening at the company or within the industry that may have an impact on the job you applied for. Asking questions that express you are thinking ahead about the job and how certain developments may impact the business demonstrates to an employer that you are a âsmartâ candidate. You are already thinking like you belong in the position and looking ahead at how to address possible challenges. These types of questions can also help the employer see how you fit right in.
(Original article: Information You Must Have Before Your Interview)
3. Show them you did your homework.
One great way to build your interviewing confidence is by conducting plenty of research on the company youâre applying to and the position itâs offering. A common question interviewers ask is, âDo you know anything about our company?â Most times, candidates are forced to answer âNo.â If youâre able to share the companyâs background information and showcase knowledge of its future goals for the position in question, youâll undoubtedly catch the interviewer off guardâin a great way!
(Original article: 3 Ways To Build Confidence For A Job Interview)
Being prepared to answer any question that comes out of the interviewer’s mouth is a big advantage in interviews. Here are some questions to go over before your next interview:
1. “How do you handle stress?”
Interviewers are generally looking for an answer that indicates you can handle multiple priorities and projects at the same time. An answer stating that stress is a natural part of life and you feel equipped to handle the challenges of the job and balance them with the rest of your life may just be the answer that earns you the job.
(Original article: How To Handle Tough Interview Questions)
2. âTell me about yourself.â
What the hiring manager is really asking: âHow do your education, work history, and professional aspirations relate to the open job?â
How to respond: Select key work and education information that shows the hiring manager why you are a perfect fit for the job and for the company. For example, a recent grad might say something like, âI went to X University where I majored in Y and completed an internship at Z Company. During my internship, I did this and that (name achievements that match the job description), which really solidified my passion for this line of work.â
(Original article: How To Answer 7 Of The Most Common Interview Questions)
3. “Tell me about a time when you did ______.”
Just because youâve never done something doesnât mean you canât do it. And it surely doesnât mean you canât excel at it. If youâre asked a question about prior experience regarding something youâve never done, the best way to answer isnât to say âNo, Iâve never done that,â or âNo, I donât have experience in that area.â The best way to handle the question is to say something along these lines: âWhile I have not had any direct experience in XYZ, I am a fast learner, and I am confident that I could (do, manage, direct, handle, etc.) XYZ successfully and exceed your expectations.â
An effective way to enhance your previous confident response would be to share with the hiring manager about a time when you did do something very similarâor something that could in some way relate to the experience they are asking you about. However, no matter how you approach the question, be sure to emphasize that youâre confident you can do whatever it is theyâre asking you about, and provide examples as to why you feel that way.
(Original article: #1 Interview Question You Must Answer Correctly)
Even after the interview is over, you need to go the extra mile to impress the employer. Here are some post-interview tips:
1. Follow up with a thank-you note.
Send thank-you notes to all the individuals with whom you had a conversation. Do not send one note to just the hiring manager. You will miss out on all the other contacts that you made. Even a note to the receptionist/office manager is appropriate and helpful but only if you had more of a conversation, not just a âhello.â Make the notes unique to each individual based on the conversation you had with them. Remind them of the conversation you had. Also, in each thank-you note, remind the contact why you bring value to the company/team/position and show your enthusiasm.
As the hiring process progresses or slows, stay in touch with your contacts as appropriate. If the process has slowed, begin to follow up about every two business weeks. Too soon and it will be considered overkill. Much later than two weeks and youâll be forgotten.
(Original article: How To Follow Up After An Interview)
2. Use the three-paragraph rule.
Your follow-up email should be short, sweet, and personalized. Generally, a good rule of thumb for the length is three paragraphs, with no more than two to three sentences in each paragraph.
First paragraph: Briefly thank them for their time and reiterate your interest in the position.
Second paragraph: Discuss a couple of your strengths and how the company would benefit if you were hired. Consider using bullet points to break up your text.
Third paragraph: Include any points of clarification you might have. Include answers to questions that you werenât able to answer during the interview, or add new info about yourself that was left out of the interview.
But, remember, keep it brief. Vicky Oliver, author of 301 Smart Answers to Tough Interview Questions, suggests indicating your next point of contact by saying something along the lines of âLook forward to hearing from you within the next two weeks.â If no date was set at the interview, either ask for one or specify you will loop back to them for a decision in two weeks.
(Original article: 6 Tips For Following Up After A Job Interview)
We know how difficult it can be to ace a job interview. We hope our Interview Cheat Sheet helps you prepare for your next one so you can stand out to the hiring manager and land the job. If you’re still not feeling confident, we can help.
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This article was originally published at an earlier date.
The labor market changes. This isn’t anything new. The majority of job seekers face the same challenges they’ve always faced. But the good news is, right now, there are lots of help and resources. This week’s Summary Sunday contains articles that will answer many of your job search questions and help you overcome some hurdles. […]