Failure

What your interviewer really wants to know is this: How will you respond when you fail in the role you’re applying for?

WHAT NOT TO DO: Talk about an insignificant failure, a group failure, or a failure that resulted from someone else’s mistake.

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Greatest Achievement

What is your greatest achievement? This question can also come in this form: What are you most proud of? Thinking about telling the interviewer that you just shaved off 30 seconds on your marathon time? Maybe you should think again…

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Greatest Strength

What is your greatest strength? This question is a combination of the these three questions:

  1. “What do you bring?”
  2. “What can you do for us?”
  3. “What makes you different?”

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Greatest Weakness

What is your greatest weakness? This is a dreaded question, but if you prepare for it in advance, you will do just fine!

WHAT NOT TO DO: Use a generic weakness such as “I’m a perfectionist” or “I’m a workaholic.”

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Walk Me Thru Your CV.

This is usually one of the first questions, and therefore, there is primacy effect at play. Your response to this question matters more than any of the other ones.

Whatever you do, please do not “walk” the interviewer thru your CV.

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Tell Me About Yourself.

This is usually one of the first questions, and therefore, there is primacy effect at play. This means that the interviewer is most likely to remember your answer to the first question more than any of the other ones, except perhaps the last question.

Interviewers make up their minds about a candidate very quickly. That’s why it’s even more important to nail this one.

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Don’t Be A Communications Relic

Over the past few years, we have seen a shift in how organizations value their internal communications. In the past, employee focused communications were often an afterthought. Companies would spend significant time, effort and money on developing out their incentive plans, making sure they were designed to drive the right behaviors and performance, only to communicate it to the field in an e-mail with a 30-page, single-spaced legal contract attached.

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Ogilvy Launches Center for Behavioral Science

New York, USA, Jan. 26, 2017 — Ogilvy today announced the creation of the Ogilvy Center for Behavioral Science. The Center, which will work across the Ogilvy group, will focus on establishing a new system to define how audiences think, feel and behave to improve marketing and communications effectiveness. Christopher Graves will assume the role of President and Founder of the Ogilvy Center for Behavioral Science effective immediately. Graves will work with Carla Hendra, Global Chairman, OgilvyRED and Vice Chairman, Ogilvy Worldwide Board.

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The Rise of Behavioral Economics and Its Influence on Organizations

Richard Thaler, the University of Chicago professor who just won the Nobel Memorial Prize in Economic Sciences, has inspired scholars across different disciplines and fundamentally changed the way we think about human behavior. He is considered the father of behavioral economics — a relatively new field that combines insights from psychology, judgment, and decision making, and economics to generate a more accurate understanding of human behavior.

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