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  • Interviewing is Emotional and Logical

    shutterstock_159403052Interviewing is a combination of art and science thus it has a part which is emotional yet another part which is logical. It very much reminds me a game of Chess. While the interview is typically amicable the “players” are adversaries. One is the seller yet the other person is the buyer who is merely doing his due diligence.   And the buyer knows that making the mistake of hiring bad people is very costly.

    The interview process is a challenge for both the interviewer and the candidate because interviewing is not well understood by either party. On one hand, the interviewer knows that several preselected qualified candidates have to be interviewed in order to anticipate and decide which one will perform best for the organization in the future. On the other hand, the candidate knows he is onstage and has to be at his best in every respect because he is in a tough competition for a single opening. A good interviewer should review the candidate based on four different aspects: communication skills, competency via specific skills, organizational fit, and motivation which is exhibited by ability to show passion and excitement. Those are the most crucial areas, even if there are of course several other relevant aspects to explore.

    When exploring the candidate’s communications skills, I always start with the request, “Tell me about yourself.” The request serves as an opener for me, the interviewer, in an attempt to get a first impression of the candidate as a way of assessing communication skills. It is a baseline reading against which I will compare the rest of the interview questions. If answered well, all future answers will be viewed through a positive prism. But if the answer to that first question is not viewed favorably, the candidate will have a difficult time convincing me to reverse my opinion.

    A good answer should:

    • Be intriguing and memorable
    • Include an example of an impressive accomplishment
    • Be responsive, informative, brief, and succinct
    • Engage the interviewer via a question in turn about the interviewer’s own priorities or challenges

    A poor answer is:

    • Lengthy and recites chronologically the candidate’s career
    • Unfocused or rambling
    • Boring
    • Challenging to the interviewer because of regional or foreign accent or speech impediments

    When trying to assess the candidate’s competency for certain specific skills crucial to the job, I request an answer to following: “Tell me about one of your major accomplishments and its outcome.” By that, I can test the candidate’s specific competency in an area where in my mind he has to show experience and strength. I’m looking for hard skills and wanting to hear how they were deployed in the past.

    A good answer should:

    • Show the candidate’s ability to recite an example that gives a brief background overview
    • Include a specific example that highlights a required skill and that resulted in a successful outcome
    • Tell the actions the candidate took
    • Be cited as recognized by others—such as supervisors, peers, and customers—for credibility

    A poor answer is:

    • General and nonimpressive
    • Not focused on specific skills
    • Lacking in a specific example of accomplishment achieved via the skill
    • Blatantly self-praising but without evidence

    Then comes my follow-up: “Tell me about a specific, work-related problem and how you went about resolving it.” Here I am drilling down to details and anticipating hearing the step-by-step approach the candidate took to resolve the problem.

    The next area I explore is the candidate’s cultural fit into our organization. Cultural fit could be subjective and influenced by prejudice. It is heavily influenced by the top leadership. It includes such elements as values, attitudes, office language, tone of communication, the team or individual decision-making process, and daily work practices, often made up of unspoken and unwritten rules of behavior.

    Via this question I’m looking to ascertain whether the candidate will blend in naturally and become a welcome contributor to the team. I’m also paying attention to the applicant’s past behavior. Here are a few questions as examples. “What do you know about our company?” That one tests whether the candidate has done his homework and is well prepared or really interested. “What is your management style?” Here I’m listening to hear whether he says only the obvious and whether he’ll be able to adapt to the company’s needs. I am looking for maturity, competency, and how he handles relationships with others.

    The last area I explore is motivation. Typical questions would be, “Why are you interested in this position?” Then I watch to see whether he talks about self or company needs, whether he understands challenges, how he envisions contribution to organization, whether he clearly demonstrates passion and excitement, and whether he’s just plain likable. Other questions whose answers reveal motivation might be: “Why do you want to leave [or did you leave] this position? What would be your perfect job? What would you do in the first 90 days after being hired? What are your interests outside work? People who do a lot outside work are also motivated at work.

    Most people need to prepare extensively for upcoming interviews in order to feel good about themselves – otherwise is showing. Some people seem to have a knack for interviewing and here two people come to my mind: Presidents Bill Clinton and Barak Obama. They make interviewing on camera seem so simple.

     

    I am a Career Coach and my specialty is Interview Preparation. I'm known as "The Landing Expert." My clients are 90% job seekers in transition and 10% those who contemplate a career change. CLIENTS BENEFIT FROM MY SERVICES AS FOLLOWS: • Most clients land, on average, within 5 months. • In-office clients are videotaped in an interview simulation followed by a lively discussion. • Clients get "straight-talk" coaching. This "tough-love" approach pinpoints their weaknesses quickly and lets them make real-time corrections (improvements) in performance. • Interview preparation techniques are customized for a wide range of professional backgrounds, age groups and learning styles. • Clients are trained to analyze an interviewer's question then provide a focused response. • Clients are exposed to a variety of interview questions from across many industries. • Audio/Video and screen collaboration sessions can be recorded for future viewing. • Clients have on-demand access to "in-transition" support. SPECIAL ADVANTAGES FOR CLIENTS INCLUDE: • Interview preparation includes both verbal and non-verbal communication (i.e., body language and voice). • Based on 12 years of experience with 750 clients worldwide, new clients are taught how to confront and survive the most challenging interview scenarios. • Clients have immediate access to my network of 29,950+ Level 1 LinkedIn connections. • Clients and non-clients alike have access via my website www.landingexpert.com to my directory of job search/networking groups throughout NY, NJ, PA, CT, DE and GA. • To provide the greatest possible reach, I have communication skills in five (5) different languages and offer unlimited e-mail & phone support. Get customized interview preparation and access to my 29,950+ Level 1 LinkedIn connections! Go to http://www.landingexpert.com/ then SERVICES and FEES for detailed information. Contact info: alex@landingexpert.com or ✆ 609.333.8866 EST

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