The framework I teach my clients for answering behavioral interview questions is CAR(L)

C - Challenge

A - Action

R - Result

(L) - Lessons Learned

The “L” can take two forms, which I describe in the episode and give examples of both. When used correctly, this extra step is incredibly powerful in driving home exactly what you want the interviewer to learn about you from your answer.

Today, we’re covering interview etiquette — what to do, and what not to do. I’ve talked about several of these points on previous episodes, so I’m including links to those here.

Body language, or nonverbal communication, can make or break your interview. No matter what is coming out of your mouth, a trained interviewer will pay attention to what you are saying with your facial expressions, arms, posture, and general demeanor. If what you are saying is at odds with your body language, a trained interviewer will believe your body language. The caveat here: Be yourself. Here then, are 11 tips for conveying appropriate body language during a job interview.

Oftentimes, people who schedule a consult with me are doing so because they have been job searching with little to no success. One of the questions on the scheduling form has to do with the number of applications they have completed, the number of interviews with different companies they’ve had, and the number of job offers they’ve received. I ask for this information because it helps me begin to narrow down where their problem might be. Let’s look at each step of this process, and what to do if your problem is in that step.

From time to time on this podcast, I will mention a free resource available to you via my website. Today, I thought I would go over all those resources for you. As a reminder, the URL is exclusivecareercoaching.com.

Today, we’re talking about how employers are using Artificial Intelligence (AI) in job interviews — and what that means for you as a job seeker. AI is being used in the interview process via Natural Language Processing (NLP), chatbots, sentiment analysis, facial expression recognition and visual perception, speech recognition, tone analysis, and decision-making. We’ll talk through some definitions, some categories of tools that companies use, and how to prepare for an AI interview.

Today, I want to talk about behavioral interview questions. Specifically, where do they come from? How can you know what you’re going to be asked so you can prepare appropriate CARL stories? The answer to these questions begins with the job description. We’ll work through how to best prepare yourself for these questions and then stick around to the end for our DIY vs. DFY segment!

Today, I want to give you a five-step process for answering behavioral interview questions. Behavioral interviewing operates on the principle that the best predictor of future behavior is past behavior. Behavioral interview questions require you to respond with a specific story, rather than talking in hypotheticals. In these situations, preparation is key. I teach my clients the CARL method: Challenge – Action – Result – Lessons Learned, and that’s what I recommend for you as well.

Okay…let me correct that title a bit. It very well MIGHT be your resume. Here’s how I know: In consults with prospective clients, I ask them if they are currently in a job search or just at the starting blocks. If they tell me they have been job searching, I ask them for these metrics: # of applications, # of interviews, & # of job offers. This information is invaluable because it gives me tremendous insight into where their problems might lie. Today, we will talk over some examples of how I use these metrics to help clients with job searching.

Today, I’ll give you 5 action steps for interviewing in the pandemic.If you are happily employed right now, you can still get valuable takeaways from these clinics. I strongly recommend getting interview coaching from someone like me, but today my action steps will be for those of you who are going it on your own.