Why does this training program exist?

95% candidates fail building a proper story bank - by their own standards.

Based on recent successes with candidates for senior roles at NVIDIA, I thought more could be interested in how behavioral interviewing skills can help you succeed in job interviews.

A behavioral (Culture fit, Leadership etc.) interview is when you sell yourself based on your past experiences as the best predictor of success in your new role.

What types of questions can be answered behaviorally? Simple answer: any non-technical question can, and often should, be answered behaviorally. Examples:
• questions starting with “Tell me about a time when you… [e.g. failed, dealt with conflict, faced a challenge]”.
• Introductory / general questions; for example: Tell me about yourself, Why you, why this company, why this role; what’s your weakness
• Open ended questions: how do you [prioritize, learn, help people develop their careers etc..]
• Hypothetical questions: how would you deal with [conflict inside your team, ambiguity etc.. ]

NVIDIA's Corporate Values + keywords mapping with sections in this training program:

1. Innovation: pitched as “Willingness to take risk” (customer opportunities - meaningfully better); risk (too much / responsible): process 3 things: pilot in command in every project, how many risks; reviewing all along the way;
Sections of interest in the training:
• “Innovation” -> Learning & Innovation
• “Willingness to take risk” -> Ambiguity & Prioritization (first + second section)
• “Customer Opportunities” -> Customer Obsession
2. Speed and agility: “The world is moving fast”; efficient; fast; adaptability;
• “The world is moving fast” -> Prioritization & Speed (esp. the idea to use frameworks of risk in your answers)
• Agility & Efficiency -> Deliver Results
3. Intellectual honesty: “Self critical” analyzing & admitting to mistakes, and to improve; getting the right answer vs being right all the time;
1. “It’s not okay to attack people” -> Conflict & Influence (first + second section)
2. “Self critical” analyzing & admitting to mistakes -> Failure questions
4. Excellence: very best; top talent; (VP of operations); rather very unique product that very special people buy vs. “everyone”;
   • Excellence means different things to different roles. (e.g. for a VP of operations it means they’d rather build a very unique product that very special people buy vs. something “everyone” could use)
   • Interview question: “Tell me about a time when a product / service was already getting good customer feedback, but you decided to improve”; people with low standard will talk about a bug they fixed while people with high standards will speak about how they delighted a customer;
   • Customer Obsession
5. One team: together. Absence of politics; selfishness; agile;
   • Conflict & Influence (first + second section)

The purpose of this analysis is to make my point it’s worth consuming (watching) this training program in full in a bid to build a proper story bank.

Other topics:

• Candidate Interviewing Techniques
• Employer Interviewing Techniques
• Quizzes on each section to test your knowledge.

How long is it?

• ~2h45 in 19 videos (videos do get updated, added and removed; in its first version, this training was over 6 hours). Each video contains chapters for easier referencing - especially useful for revisions.
• Recap script with everything in text below each of the video with examples.

This content is biased towards benefiting the candidate, on what connects with success in job interviews. My goal is to help you to improve your STAR answers using your best stories:

• Part one: reasoning by analogy will help you to quickly and accurately find relevant stories for key behaviors.
• Parts 2 & 3: answering commonly asked questions, and general advice.
• Full access to AI Interview Training (from the stories dashboard) allowing you to evaluate your stories.

Cost

USD 299 / 6 months