Remember again, the one thing that you should never ever do is stretch the truth or tell an outright lie. Even if you fool them and get the job, sooner or later you will have to demonstrate that you know what you said you knew and it will bite you in the butt. So let’s get back to the basics of how to answers questions and other tips that will help you to show your potential for adding value to their organization.
Like I mentioned earlier, always try to show previous examples of how you helped at your current or previous position. Here are some areas that you may want to take a look at and gather information on.
These are just some examples to get you to start thinking. You know your field of expertise and what matters most in it.
At your previous position(s) what was your safety record or the safety record of your staff?
A decrease in the injury rate translates into cost savings. Now even if the safety record stays the same but productivity goes up, that translates into a cost savings.
Productivity information and how you increased it.
This will always translate into a cost savings especially since it always includes wages. Now keep in mind that even if the actual labor dollars stay the same but the production of product or services goes up, there is still a savings. How did you increase it? How did you get buy in from upper management? How did you get buy in from your staff? How long did it take? What problems did you run into?
Reduction in variable expenses such as utilities or supplies.How were you able to affect this? What impact, positive or negative, did it have on the organization? What was the driving force for the change?
Reduction in fixed expenses, such as the cost of leases or insurance.
Same questions I gave as on variable expenses.
Policy changes that effected the organization positively, such as something that brought them into compliance. Who identified the need for the change? What steps did you go through when making the policy change? What research did you do and the process you followed?
What is your employee turnover rate? If high why? If low why? What drove it?
What training programs have you implemented, and why, and what were the results.
How many people have you supervised and the positive programs that you have implemented to motivate them.
This will at least get you to start thinking about all the things that will help you to sell yourself and create and show the value you will bring to their organization.
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