Successful interview for a managerial position. Consider your non-verbal behavior

We all know the common phrase: "The soldier who does not dream of becoming a general is bad." Let us disagree with her, because there are many examples in the pharmaceutical market when successful specialists are not at all interested in career growth due to a change in responsibilities. After all, for example, for a medical representative, a higher position of a regional manager implies new level responsibility and a large number of business trips, and for the first-time pharmacist, the position of head of a pharmacy can mean an increase in the length of the working day, managerial functions and financial responsibility. Nevertheless, this article is aimed at those specialists in the pharmaceutical market who are interested in increasing.

Possible career development options

It is worth considering separately two possible options career advancement: promotion within your company or moving to a higher position in a new company.

The “promotion within your company” option may seem easier: it is enough to be effective employee and grow within their competencies, indicate their career ambitions to their immediate supervisor and wait for the appearance relevant position. However, this is not always easy to implement in practice for a number of reasons.

First, the structure of the company may not imply the existence of a relevant position, especially if we are talking not about the central Moscow office, but about work in the regions.

Secondly, the leader may not always be interested in the fact that an effective specialist who consistently fulfills the plan leaves his team.

Therefore, it often turns out that it is easier to advance in a position in a new company. However, in this case, we suggest that you be patient, since not every company that announces a competition for a managerial position is ready to consider candidates without experience in the relevant position. Nevertheless, such positions periodically appear on the market. Consider how to prepare for the competition on leadership position.

Find a mentor

First, enlist the support of one of the current managers - this may be your current leader, if you have developed a trusting professional relationship with him. It often happens that an experienced and competent manager, seeing that an employee of his team has grown professionally, but the regional structure of the company does not provide opportunities for his career growth, he himself is internally ready for a dialogue on this topic. After all, a professionally burned-out employee who is no longer interested in his functionality often ceases to bring results to the team. In this case, you can act openly: indicate your career ambitions to the manager and agree that he will help you develop the relevant competencies. In turn, you will continue to work without compromising efficiency in your current position until you have the opportunity to leave the team with a promotion. However, this perfect option which is not often encountered in practice. If for one reason or another you do not want to discuss the issue of career development with your immediate supervisor, then a manager from a third-party company, for example, your supervisor from a previous job, can become your mentor in this matter.

Contact a professional recruiter

You can get useful advice at a recruiting agency. Make a professional acquaintance with a consultant who selects employees for the positions of regional managers. Not a single competent recruiter will refuse to help you and give advice on how best to get an interview in a particular company, what competencies are important for the position you are applying for, how best to “sell” your experience and skills. In addition, he will talk about what is known in the market about this company, whether there are any "pitfalls". Because every consultant recruitment agency understands that today you are a candidate, and tomorrow you can become his client.

Read specialized literature

Having no practical experience in performing certain (in this case, managerial) tasks, you need to ideally prepare theoretically in order to clearly understand the entire scope of the functionality during the interview. Refer to professional literature. S.V. Paukov, widely known for his "Guide for a Medical Representative of a Pharmaceutical Company", is also the author of the book "Regional Management". Of course, there are other books and publications on this topic, which can be found both on the Internet and in the relevant sections of bookstores. We also recommend reading the relevant forums and thematic sections of pharmaceutical sites.

Want to know what skills you need to "pump" in order to become a good leader? Take part in the webinar What qualities should a real leader have? November 23 at 13:00 Moscow time!

Expand your functionality

When preparing for an interview for a higher position, do not forget about practice. If this is correct in your case, ask the manager to delegate some of his duties to you. Many managers will gladly hand over some of their tasks to you, as this allows them to offload themselves. For you, this is an invaluable opportunity: in an interview, you can confidently say that you have the necessary skills. In addition, part of the competition for a managerial position in pharmaceutical companies is often an assessment center (a method of comprehensive personnel assessment, which includes tests and business games), where, as a rule, the skills of applicants are tested on specific cases. In this case, you will need personal experience performing a number of managerial tasks.

So, you are applying for a management position in a successful company and you are discussing with a recruiter the possibility of an interview. Your future duties and work are presented to you in full accordance with your competencies.

Easy to say, but to do... A job interview is one of those events where you have to shine. You need to present your track record to the best advantage, but its description should not be too long and too detailed. It is necessary to behave liberated, but at the same time not allow yourself to be excessively relaxed. You should prepare in advance for typical interview questions, but the answers should not look rehearsed. Each of your remarks must hit the mark. And to achieve this is very difficult.

Naturally, you should try to find out as much as possible about the company and the people with whom you will most likely have to talk in an interview in advance. The more information you can gather about the recruiter, the more comfortable you will feel during the conversation. And the more you learn about the company, the easier it will be to ensure that your answers meet the requirements for the candidate.

In this article, we will try to describe the entire interview procedure, from preparation to its direct passage. We will give tips that will help you make a favorable first impression and competently answer the questions asked. You will gain an understanding of the verbal and non-verbal ways of communication that it makes sense to adopt or, on the contrary, avoid. We hope that thanks to our recommendations you will be able to score as many points during the interview as possible.

Training

The interview is designed to answer the question to what extent the candidate satisfies the requirements set by the company, whether he will cope with the duties entrusted to him, whether he will be able to adapt to the corporate culture and methods of work of the management team. When preparing for an interview, you need to think in advance what questions may be asked and formulate competent answers. You should be prepared to answer the following questions:

What do you see as your strengths? It is necessary to emphasize those of its merits that will help the company solve the problems it faces.

How would you describe your management style? You can say something like, "I used to prefer top-down management, but I've noticed that if I involve people in the decision-making process, it's easier for me to get their support, and almost always the end result is better in this case."

Why should we hire you? Re-explain how your strengths meet the needs of the company.

What salary do you expect? Be careful when answering this question. If you ask too much, you will be removed from the list of candidates. And if you ask for too little, you will obviously sell out. A good option in this case is to cite the results of an independent study and indicate some specific range. Even better, ask the interviewee to talk about the nature of the compensation provided by the company.

You will probably be asked about unsuccessful projects as well, so don't try to evade when the hiring commissioner starts to find out the details. Answer honestly, without trying to make excuses or becoming defensive. Avoid answers like, "It wasn't really my fault" or "I warned them it wouldn't work."

When talking about projects that didn't go according to plan for one reason or another, be sure to mention the actions you took, the end results, and the lessons learned. We can recall, for example, your appeals to other participants: “Having realized that we were not meeting the deadlines set by the client, I immediately organized a series of meetings, having talked with all the project executors. We managed to discuss the situation with the client and minimize losses. Ultimately, the client appreciated our frank position, and we were able to jointly develop a solution acceptable to all interested parties.”

Your interlocutor will probably ask what you see as your most serious shortcomings. Touch just one shortcoming and tell us what steps you are taking to get rid of it. For example: "I'm not very good at speaking in public, but I try to take part in presentations to executives, which has increased the level of my speaking noticeably."

It is not worth mentioning the shortcomings in the fight against which you have not achieved any success. For example, if you say that you avoid conflicts of any kind, your interlocutor may think that you are not good at managing conflicts or that your management style is “burying your head in the sand”. Similarly, when you are asked if you have implemented at least one application program, and your track record does not show this, do not say that you do not have such experience, but you can always learn if necessary. This is an unfortunate answer.

Remember that just stating facts when answering questions is not enough. You need to describe everything in such a way that the facts are presented in the most favorable light for you. When evaluating applicants for a leadership position, the recruiting manager looks for good communication skills, the ability to offer design options decisions at meetings of the board of directors, willingness to take responsibility and lead a subordinate unit. Instead of describing the areas for which you were responsible, tell us more about the incidents that took place. Illustrate your ability to solve emerging problems, find a successful way out of a difficult situation and achieve the desired result. Describe the current situation, the people involved and your actions, but to avoid unnecessary digressions and details, stick to the CDR model:

O What circumstances or challenges did you have to face?
D- what actions did you take?
R- what results have been achieved?

Try to complement your answers with testimonies from trusted people who would emphasize the confidence and professionalism of your actions. It is desirable that it looks like an improvisation, and not like a rehearsed homemade piece. Answers like: “I belong to the category of managers who are able to effectively solve any issues in the company” or “I am a workaholic, and until the project is completed, I am ready to work day and night without rest” - they sound too pompous. Don't cross the line that separates a great answer from an embellished one. In other words, don't try to make yourself look like a superhero who begins every line with "I", "me" and "mine" and emphasizes his personal role in every possible way.

Memorize key events and dates relating to both the company you came to work for and your own track record so that you do not have to go into your portfolio every time for information.

Finally, don't think of yourself as a job seeker. You are a unique means of solving business problems facing the company. Seeing yourself as the solution gives you confidence that you can help the company achieve its strategic goals. And your confidence will be an additional factor for the recruiting manager conducting the interview. Presenting yourself as the solution will help you define your role in the new company, successfully negotiate the compensation package you deserve, and participate as equals in the management team.

big day

On the day of the interview, you must arrive at the location at least 15 minutes before the scheduled time. As you wait, think of yourself as the solution the company needs and tune in to what the interview will take place well. You can also observe employees entering and leaving the premises to see how comfortable they feel there.

When entering the office where the interview will take place, smile, raise your head and straighten your shoulders. Shake hands firmly with the person you will be talking to. When introducing yourself with a smile, repeat his name. At every opportunity, address your interlocutor by name. Everyone is always happy to hear from him. This will set up your interlocutor in a friendly way.

Do not sit down until you are invited. If you have a choice, avoid the sofa. You will fall into it like quicksand. Opt for a hard chair. Sit up straight with your hands on your knees. Do not cross your arms or legs as this indicates that you are on the defensive.

While your interlocutor is talking, show your attention by nodding your head from time to time and repeating the phrases he said. Make sure you understand the question correctly. Do not show that the answer to it was prepared in advance. Try to guess what is behind each of the questions. The interlocutor, for example, may ask if you have ever been involved in the implementation of the SAP system, but in fact he is interested in how smoothly this implementation went, whether it was possible to complete it on time and meet the allotted budget.

If you don't know the best way to answer a question, pause or use a clarifying line to buy yourself time to formulate your answer better.

Be natural during the conversation. Gesticulate. Smile at the slightest provocation. Smiling will help you feel confident. Look directly into the eyes of your interlocutor. If you are talking to a whole group of people, keep your gaze on each of them for a long time, not allowing your eyes to constantly move from one face to another.

The interview should start off well and you should be able to relax a bit. But don't take too many liberties by making rash comments or being overly familiar. During the interview, you must maintain a distance and show respect for the interlocutor. Don't say anything bad about your current employer, even if you're being pushed to do so. Raise the topic of salary only if you are asked about it directly.

At the end of the conversation, the interlocutor usually asks if you have any questions. Whether you are prompted to ask them or not, ask about the following:

What does the company expect from candidates for this position?

How will your performance be evaluated?

What tasks will you have to solve first?

Do not ask anything about the company that can be found in open sources on the Internet.

When the procedure comes to an end, ask if your interlocutor has received all the information of interest to him. Offer additional information, especially if you haven't been asked questions that you think are important for the position. Don't offer any background information unless you're asked to.

At the end of the interview, you get one last chance to show that you really want the position. By suppressing the slightest hint of despair in your voice, demonstrate your sincere positive interest. You could say, for example, “For me, the opportunities that are opening up here are of the utmost vital importance. Do you have any questions regarding my candidacy?” Ask what will happen next. And remember: the first impression you make is the most important during an interview. The idea that your counterpart will have by the end of the conversation plays a secondary role.

Debrief the meeting as soon as it is over. Mark for yourself the areas in which your answers did not sound convincing enough in order to correct the impression in the course of subsequent correspondence. Also, if you're planning a sequel, you'll probably want to remember who said what.

Send the employee who conducted the interview a letter of gratitude for the attention paid to you, additionally argue why you are a good fit for the specified position and express your readiness to provide any other information of interest to the HR manager at the first request.

Regularly, but not intrusively, continue to remind yourself. And remember: the job most often gets the one who wants it more than others.

Kevin Daly and Dale Clamforth are senior management at Communispond, a company focused on teaching its clients the art of management and sales, preparing presentations and improving communication skills.

Kevin Daley and Dale Klamfoth. How to Ace an Executive-Level Job Interview. CIO Magazine. March 11, 2008

More and more serious requirements are imposed on applicants for the position of manager. After all, the prosperity of the company and the well-being of all employees depend for the most part on the members of the management team.

Firstly, before meeting with the recruiting manager, study the employing company in detail, look at the company's Internet portal, reviews about it, company news, and also go to the company's official pages in in social networks- get an idea of the corporate culture of the organization: what is the emphasis in the activities, what is valued in the company, what is the company proud of, who are the company's customers. Using this knowledge, you will be able to get closer to understanding how to successfully pass an interview for a managerial position in this company, you will be able to talk about your experience and qualifications in the context of the needs of the employer, to be, as they say, “on the same wavelength”.

Secondly, when presenting the essence of your professional experience, focus on those official functions, which are indicated in the vacancy for which you are applying. Talk more concrete facts, especially those that can be verified. There are nuances here. Consider two situations to consider when interviewing for a managerial position.

First: You have not yet held a leadership position. Then you need to remember and describe at least the minimum experience of manifesting yourself as a manager. Perhaps you replaced your boss when the latter was on vacation, on sick leave, or was on a business trip. Or, taking the position of a specialist, you managed a project, where you productively performed the main functions of a leader: organized the project implementation process, planned resources, motivated other members project team, controlled the deadlines and standards, made adjustments to the project execution process.

Telling about situations where you have shown yourself as an informal leader will also allow the recruiter to conclude that you can take responsibility, motivate people to certain actions, inspire them and lead them.

In addition, if you did not have time to master the specific functions of a leader as deeply as a potential employer requires, then be sure to study this issue yourself: watch free video trainings on youtube or vkontakte, fortunately, there are many worthy business coaches from all over Russia information for effective management.

After that, be sure to tell at the interview for a managerial position that you know how to manage correctly, you want to expand the area of responsibility and are ready to put your knowledge into practice.

Second situation: You have already worked in a leadership position. Then concentrate your story about the experience around your real achievements, preferably in digitized form. Show how the company has changed with your arrival, what specifically has become better, more efficient, what tasks you have solved.

My practical activities at the previous place of work, I recommend that you state it in the form of two large blocks: the functioning of the company and the development of the company.

What have you done to improve the efficiency of the company, what business processes have you optimized, what standards have you implemented, how did this help the company achieve its goals?

What have you done to develop the company, to bring the company closer to its goals? What methods and management tools did you use? It was for the most part manual control or system management was built.

Describing the level of tasks that you were involved in, it will not be difficult for the HR manager to understand at what level of management you were effective: strategic, tactical or operational.

Remember that one of the key problems of top management in Russia is that most of the top managers, due to fear of losing control over the situation, do not know how, and often do not want to delegate tasks at the operational level responsible persons. Therefore, give examples from practice of how you effectively distributed tasks, how you rationally used your work time: looking for suppliers of paper clips for the office or designing a new one organizational structure in connection with the adopted new strategy of the company.

Thirdly, to succeed in an interview - ask the right questions in right order. Often it is on the applicant's questions that the recruiting manager makes a projection about the values of the candidate and his real motivation. One candidate asks first about the provision of a company car, about paying for a mobile phone, about medical insurance, about paying for sick leave, about the availability of overtime and food costs. The second candidate asks about the area of responsibility, the terms of reference, the goals of the company, the tasks that will be assigned to the new employee, and the corporate culture. All questions are important, but the answers to them can be received in a different order and it is important to consider this. What do you think, what portraits of candidates can a recruiter or business owner draw for himself, who makes a decision on hiring?

Fourth, in the final part of the interview, ask questions: “What key criteria will you use to select a new employee?”, “What else can I do to take this position?”. These are very simple questions and they need to be answered. Asking these questions will give you a clear idea of what else you can do to get the job you want. Take action.

Fifth, After the interview, be sure to write a letter to e-mail to the person with whom the interview was, thank you for the meeting, and if after the interview you have a desire to work in this particular company, then write about it. Once again, briefly, point by point (preferably 3-5 points), state how exactly you can strengthen the company, increase its potential and development. Remember that high salaries pay valuable employees who bring real value to the organization, and this can always be either estimated or measured.

And the last advice on how to successfully pass an interview for a managerial position: in all communications with the contact persons of the employer, focus on your capabilities, your desire to work for the good of the company; take a proactive stance in negotiations with the employer, do not hesitate to offer your ideas even before hiring. Rest assured that you will be appreciated.

The interview with the manager is one of the most milestones when applying for a particular position. It very often happens that unprepared people fail a survey or behave inappropriately, which is why they are not hired. So how should you behave correctly and what should you answer in an interview? Let's figure it out.

5 major mistakes

First of all, it’s worth starting with 5 main mistakes that almost all candidates make when they are with a leader. At first glance, these things may not seem so significant, but in the end they play a rather important role.

Calm, only calm

The first and most common mistake in any interview with a manager is excitement. In general, it is quite normal for a person to worry in certain situations, but not in this case. Anxiety is one of the most dangerous enemies in any job interview. Even if a completed application form and a rich resume are on the side of the applicant, then uncertainty, trembling in his voice, sweat, shifty eyes, etc., will obviously not play in favor of the candidate.

Here is a simple example of how to behave in an interview when applying for a job. The voice is clear and confident, the gaze is focused, the behavior is calm, the hands do not "dance" around, but the most important thing is the absence of fear. If you stick to this behavior, then there will be no excitement. As for the feeling of fear, then everything is simple. Do not be afraid that the person who accepts you at the interview occupies a leadership position, because, first of all, he is the same person as you. We do not have a feeling of fear in stores in front of sellers, in front of bank employees or in cafes in front of waiters, so why be afraid of a leader?

And one more pretty important point. Before an interview, some people come up with a "terrific" thought that is supposedly designed to help with excitement and experience - taking a sedative. Doing this is highly discouraged. The head and mind must be extremely clear in order to clearly receive all information and competently answer questions, and sedatives do not fully allow it.

I know everything, I can

The second most common mistake when interviewing a manager is overconfidence in yourself and your abilities. It would seem that this could be bad? Everything is simple. A candidate who is too self-confident, as a rule, makes slightly overstated demands, for example, a salary of not 30,000 rubles, but 60,000. Of course, there is nothing wrong with such a desire, but if we are talking about a specific vacancy with specific conditions, then demand more, especially at the stage of negotiations, it's just stupid.

In addition, such people often begin to list large lists of what they know and can do, even embellishing it all a little - for greater effect, so to speak. Naturally, the manager will have a completely logical question, they say, why is a person with such a track record and knowledge still out of work? The answer is known to both parties, but the employer will simply remain silent, not voicing it, and the applicant will say that until that time there were no interesting offers.

One way or another, you should not overestimate yourself too much and even more so lie, even a little. You should always be yourself and answer as openly as possible.

Everything suits me

The third most common mistake when interviewing a manager is completely agreeing with everything and even more. This refers to when the candidate agrees with everything that the employer says, and also slightly underestimates his requirements in the hope that this will play into the hands. The reason for all this is the well-established stereotype that leaders should always answer what they want to hear.

This is an extremely false statement, especially in the context of an interview. Agreeing with absolutely everything that the “chief” says and lowering his own requirements, the applicant shows his weakness and, as a result, is not focused on the result in his work in the future. Why, then, take this particular person for the position, if you can find another, more interested and with a "spark" in his eyes?

The conclusion here is simple: in no case should you underestimate your self-esteem, and even more so, seem ready for anything, malleable and spineless person.

Ex work

The fourth mistake that many people make when interviewing a director is the story of leaving their previous job. Not everyone tells the truth, as it really was, because sometimes it may not play into better side. It's one thing to say that the dismissal was own will, and another that fired management. In both cases, the director at the interview will have a question, what caused such an act?

The answers here are always different, but usually it all comes down to the fact that there was a bad boss or the conditions did not suit, they paid little, there was no vacation, etc. Of course, few people believe the words, even if they are true, because if it were otherwise, it turns out that there are not so many honest leaders. Of course, information on leaving a previous job can be checked by the contact phone numbers of the former bosses, which are left in the questionnaire, but they do not always do this. In addition, if such numbers are not indicated, then this only exacerbates the situation.

Ideally, there is only one solution that will reflect favorably - a characteristic. It is the characteristic from the previous place of work that will be the best argument that the person left of his own free will or was fired for one reason or another. Getting a characterization is easy - the main thing is not to quarrel with your superiors when leaving work.

Bluff

Well, the last mistake that occurs at an interview for a position in a new place is a bluff. This means the following, when a candidate allegedly inadvertently, during an interview with the director or someone from the management, mentions that he has one or more offers for similar positions, and if he is hired today, then he refuses from negotiations with them.

This is done in order to show the importance of his person, they say, that's what I am, that's how many people offer me a job. In reality, however, it turns out differently. V best case, such a candidate will be informed that they will call him back - a classic of the genre. At worst, they will immediately refuse with an offer to go to work in other companies, which, according to the applicant, offer him similar positions.

Here you need to remember the following - even if you have a couple of “fallback” options in mind, you should never talk about them at an interview, because no one will beg anyone to get a job in their company. This must be clearly understood. It is best to first familiarize yourself with all the conditions on two, three different places, and after that draw conclusions where to go. And you don’t need to talk about the fact that someone offers a similar vacancy there, because if this were true, then such a person is unlikely to be sitting in the office for an interview at another company.

At the interview

Very often you can hear a lot of questions related to how the interview goes after all?

Usually the whole process is divided into 2 stages: a telephone conversation and a visit to the office. More details will be below. For the rest, everything goes according to classical pattern. First, a questionnaire is filled out, where the candidate indicates what position he is applying for, information about himself, his qualities, previous jobs, desired salary, etc.

After that, the questionnaire is handed over to the secretary, who takes it to the head. After usually 5 minutes, the second stage begins - an interview with the authorities, within which questions will be asked regarding some points of the questionnaire and additional ones. If everything went well, the candidate made a positive impression on the employer, then with a probability of 99% he will be offered a job. That, in fact, is all the information regarding the question: how is the interview going.

Questions

The questions in an interview with a manager are pretty standard and, in theory, should not cause any difficulties, but usually it is not so. In order to avoid misunderstandings, below will be offered a small list of the most common questions and answers to them, or rather, what should be answered.

Examples of interview answers:

List strengths and qualities. In this case, you need to list all your strengths, for example, hard work, responsibility, quality of work, compliance with all deadlines, etc. Actually, nothing complicated.
What is interesting about a vacant position for a candidate? Usually, this question is often asked to those who decide to change not only their place of work, but also their specialty. The simplest example. The man worked as a sales assistant, and in a new place he claims to be a freight forwarder. In this case, it is necessary to clearly and clearly explain what the decision is connected with. As experience shows, usually this is a simple desire to change the situation and learn a new profession.
Why should you be hired for the position? Another one of the most FAQ. When answering it, you should not say that you need money or that there is no other choice - it is repulsive. On the contrary, it is necessary to tell what attracts the profession (if it differs from the previous one), what experience you hope to get in it, what prospects you see, and everything in this style.

From the above examples, one conclusion can be drawn that it is necessary to answer the interview as honestly as possible and, most importantly, confidently, without trembling in your voice. In this case, you can guarantee a 25% success rate.

Now is the time to move on to the interview stages.

telephone interview

The first stage of employment for any job begins with a phone call. In other words, the first interview is over the phone. It is best to call before lunch, because very often it is possible to come to the office for an interview on the same day.

As for how to conduct a conversation, then here minimum set tips:

Clearly defined voice.
Lack of excitement.
Attentiveness.

Here are 3 basic rules to remember. Also, a big plus of a phone call is that you can immediately clarify some questions regarding the work schedule, wages and formal employment.

Second phase

Now is the time to talk about what to do in the second stage - the interview with the manager. First of all, you need to prepare. There is such a Russian folk saying: "Meet by clothes, see off by mind." So here it is appearance must match, since the first impression is formed precisely by the way a person is dressed.

Clothing should be comfortable, clean and not wrinkled. The style can be chosen both business and casual, but you need to remember the following: if you are going to get a job, for example, a foreman, then you don’t need to wear trousers, a shirt with a tie and a jacket. Clothing is selected directly from the circumstances. And yet, in the summer, some often come to an interview in a T-shirt, shorts and flip-flops - this is wrong. You can leave the T-shirt, but it is better to change the shorts and flip-flops for jeans and sneakers.

It is also very important at the second stage to show your manners and punctuality, that is, to arrive at the place ahead of time, by 10-15 minutes, and politely say hello.

When the time comes to enter the manager's office for a personal conversation, be sure to first knock on the door, and only then open it. In this way, you can show your upbringing and make a positive first impression.

As for the further conversation and how to answer at the interview, this was said earlier, so there is no point in repeating. The only thing you need to take with you when going to an interview in the office is a portfolio with the best works, a copy of your resume, a reference from your last job (if any), a pen, passport and notepad, in case you need to write something down, for example, some important details type of work schedule, wages, etc.

In conclusion, I would like to talk about 5 very valuable advice. They will definitely help you pass the interview. So let's get started.

About myself

Most often, job seekers are put into a stupor by the simplest request - to tell about yourself. At first glance, there is nothing complicated about this, but for some reason very often people are simply lost. Here is a plan for how to write the right story about yourself in an interview. Example:

Tell about your education, what it is, indicate the name of the institute, faculty, profession.
Next, you need to remember about all additional training courses, if any.
List of previous jobs. Here it is desirable to mention periods, i.e. how many days, weeks, months or years you have worked in previous places.
If the future vacancy is related to a computer, then you should definitely tell about all the programs that you own, including even those that are not very well mastered (sometimes this is important).
And finally, we can say a few words about the knowledge of foreign languages.

It is worth remembering that it is worth talking about all this without any excitement and hesitation, as if you are talking with your friend or old friend.

But a bad example can be attributed to a meager enumeration of their capabilities, frequent hitches, interruptions, uncertainty, or much worse if the employer has to pull out information, as they say, with “pincers”.

Smile

The second tip is a smile and a good mood. It is very important to come to the interview in good location spirit - it helps a lot both when filling out the questionnaire and in a personal conversation with the manager. In addition, a cheerful and cheerful person disposes much more to himself than a gloomy or too concentrated one.

The phone is the enemy

Another Pretty useful advice- turn off the sound on the phone during the interview. Thus, no one will be able to interfere with you, and if a call suddenly rings during a conversation with the authorities, then this will only play a minus. By the way, a competent manager at the interview also turns off the sound.

Do not chew

Some people prefer to chew gum during interviews to calm their nerves a bit. It is not worth doing this, since there will be no benefit from it, and besides, such behavior will indicate a "high" level of culture.

pauses

Well, the last tip - you should always pause during a conversation. Learning to speak clearly and clearly is one thing, but there will be zero sense if you do not make tactical pauses in the conversation. Everything just mixes into a mess.

That, in general, is all that concerns the interview. It is not difficult to pass it, the main thing is to remember some things and be confident in yourself!

We all know the common phrase: "The soldier who does not dream of becoming a general is bad." Let us disagree with her, because there are many examples in the pharmaceutical market when successful specialists are not at all interested in career growth due to a change in responsibilities. After all, for example, for a medical representative, a higher position of a regional manager implies a new level of responsibility and a large number of business trips, and for a pharmacist, the head of a pharmacy can mean an increase in the length of the working day, managerial functions and financial responsibility. Nevertheless, this article is aimed at those specialists in the pharmaceutical market who are interested in increasing.

Possible career development options

It is worth considering separately two possible career options: promotion within your company or moving to a higher position in a new company.

The “promotion within your company” option may seem easier: it is enough to be an effective employee and grow within your competencies, indicate your career ambitions to your immediate supervisor and wait for the appropriate position to appear. However, this is not always easy to implement in practice for a number of reasons.

Firstly, the structure of the company may not imply the existence of an appropriate position, especially if we are talking not about the central Moscow office, but about working in the regions.

Secondly, the leader may not always be interested in the fact that an effective specialist who consistently fulfills the plan leaves his team.

Find a mentor

First, enlist the support of one of the current managers - this may be your current leader, if you have developed a trusting professional relationship with him. It often happens that an experienced and competent manager, seeing that an employee of his team has grown professionally, but the regional structure of the company does not provide opportunities for his career growth, he himself is internally ready for a dialogue on this topic. After all, a professionally burned-out employee who is no longer interested in his functionality often ceases to bring results to the team. In this case, you can act openly: indicate your career ambitions to the manager and agree that he will help you develop the relevant competencies. In turn, you will continue to work without compromising efficiency in your current position until you have the opportunity to leave the team with a promotion. However, this is an ideal option, which is not so common in practice. If for one reason or another you do not want to discuss the issue of career development with your immediate supervisor, then a manager from a third-party company, for example, your supervisor from a previous job, can become your mentor in this matter.

Contact a professional recruiter

You can get useful recommendations from a recruitment agency. Make a professional acquaintance with a consultant who selects employees for the positions of regional managers. Not a single competent recruiter will refuse to help you and give advice on how best to get an interview in a particular company, what competencies are important for the position you are applying for, how best to “sell” your experience and skills. In addition, he will talk about what is known in the market about this company, whether there are any "pitfalls". After all, every consultant of a recruitment agency understands that today you are a candidate, and tomorrow you can become his client.

Read specialized literature

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Expand your functionality

When preparing for an interview for a higher position, do not forget about practice. If this is correct in your case, ask the manager to delegate some of his duties to you. Many managers will gladly hand over some of their tasks to you, as this allows them to offload themselves. For you, this is an invaluable opportunity: in an interview, you can confidently say that you have the necessary skills. In addition, part of the competition for a managerial position in pharmaceutical companies is often an assessment center (a method of comprehensive personnel assessment that includes tests and business games), where, as a rule, the skills of applicants are checked on specific cases. In this case, you will need personal experience in performing a number of managerial tasks.