Interview Techniques: Loy Machedo's Hardcore Training Strategy

Interview Techniques: The Loy Machedo’s Hardcore Interview Training Strategy
Where getting a job is concerned – The name of the game is simple.
Your Resume has to be world class.
Your interview skills have to be at par with the best
You have to be at your peak form to impress the decision maker as the “Ultimate Candidate”
And if all these are aligned perfectly – you will get the job.

But what do you do when you have 10 people competing with you to get the job and possibly all of them are as good as you in communication, presentation & selling themselves? To combat this problem – I created The Loy Machedo’s Hardcore Interview Training Strategy

The technique that I have formulated is one that gives the candidate permanent skills to not only ace an interview but also permanently have the skills to sell, market and aggressively hustle themselves in a competitively crowded marketplace. That is why once anyone completes my training – they are set for life. They have all the skills necessary to take on any challenge.

However a word of caution.

The technique mentioned here can sound very extreme or hardcore. And it can also seem very long-drawn and tiresome. But the only relief is that – once anyone goes through my training – they would never need another training session in their life as they would be ready for anything.

So if you are looking for something quick and easy or like people say “a quick & easy fix” – well these techniques are not for you. But if you are looking at hardcore skills that will make you truly successful beyond your wildest dreams – then my technique is the answer.

So how do I teach & train my clients to prepare themselves for an Interview Session?
Here is my strategy.

Loy Machedo
http://whoisloymachedo.com/
http://thinkpersonalbranding.com/

THE FIRST STEP
Anyone and everyone irrespective how advanced they are, I first ask them to answer the 4 questions which are stated below. The purpose for this exercise is for me to know where the candidate currently stands and what needs to be worked upon.
And the questions are…
1. Tell me something about yourself
2. What are your strengths
3. What are your weaknesses
4. Why I should employ you when there are 10 candidates outside my door right now, smarter than you better than you and more talented than you but who are asking for 50% lesser than your income?
I ask them to answer these questions while we are on video conference – while taking a video recording of the response. So while I am listening/watching them, I still ensure that their responses are recorded – which then takes us to the third step.
I then analyze the video using the “thin-slice” evaluation technique where each and every word is written down – word-for-word and analyzed. The evaluation is such that each and every word is analyzed to see – does this word add value or remove value, does this sentence take the candidate forward to the job or away from being selected, is this what the employer wants to hear or hasn’t ever heard or is this what the employer will listen to and lose interest. In fact, crutch words, filler words & generic statements are also picked up. Once all this data is collected, then I give them the necessary feedback
Then I ask them to ask me the same questions and I give them the answers I would have given if I was appearing for the same interview. This helps them get a perspective of their answers versus mine.
Once after that is done – we redo the following answers but this time we divide every question’s answers into 3 categories
1. – A Short answer of 150 to 200 words
  – Medium answer of 300 to 400 words
  – Long answers of 500 to 750 words
  So, in other words, each question will have 3 answer versions.
The thumb rule while designing each answer is:
1. The interviewer doesn’t have time
2. The interviewer will get bored easily
3. Every sentence must follow up with a hook statement that keeps the interviewer more interested
4. Each and every sentence must add value
5. The most important statement is always first
6. No generic statement or word will be used
7. Every extra sentence removes value – so every sentence/word must be well-thought off
8. Every word-sentence must be unique to the person applying for the job
9. Every word-sentence must be in sync with what the job description states
10. Every word-sentence must be what sells the candidates
11. Every word-sentence must be what the employer wants to hear
12. Every word-sentence must be true to the candidate
13. Each of these answers has to be written down word-for-word
Once the new answers are formulated, I then ask them to read it out as if they would deliver it in front of the interviewer
Once again, I analyze their response in the process stated above. If something sounds out of place – it is changed asap. And if everything is perfect then, the next step follows.
The answer is written down word-for-word.
After the answer is written down word-for-word – a session of word-editing takes place.
Once that is done – again I ask them to read it out as they would say it in front of the interviewer. Once I am satisfied – the final script is agreed upon. Now this script they have to totally and absolutely memorize – and it should be done perfectly & flawlessly.
Once the answers are memorized – we will have another mock interview session and once again they will be analyzed using the thin-slicing technique. If any changes – which at this point would be very negligible – are made the rough edges are ironed out. And violia! The interview training is done.