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No matter how experienced we become or how much healthy scepticism we have for the process, the reality is when it comes to finding a new role, job interviews are almost unavoidable. Yet for many of us, it’s a dreaded process even before it happens
After all, despite any well-intended advice, is it really possible not to take the job interview process personally? This is, after all, your career being dissected by strangers. The stock-standard advice of “don’t worry” really can be a little trite. Put simply, do worry, but try to worry more productively.
Let’s assume you have the job description in your hands and you know that this is a role you not only want but are well qualified for. You’ve structured and reviewed your CV to answer the brief clearly, and have recently passed through HR to land the interview. Now you’ve either logged into the virtual call or physically arrived early and sitting, waiting for show-time.
What factors either in terms of the discussion, or your preparation for it, might now stand between you and your shiny new job?
Stalking people on Facebook is clearly not the goal. But reviewing a LinkedIn profile, company site, professional activities, and other relevant links can give you a thorough indication of your interviewer’s career journey and approach. Dig a little deeper and you may discover their point-of-view on certain topics, giving a sense of the job’s push and pull factors, and allowing you to understand “the conversation” around both the brand and manager.
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The worst interviewees respond to nervousness by trying to ‘counter-punch’ with their own curly questions, falsely assuming a job interview is some sort of epic power struggle. At worst, this gives the impression you’re potentially more of a problem-maker than problem-solver. Look instead to establish common ground, making it clear you’re someone calm and reflective, who can be relied on as an asset in the now uncertain world of work.
Don’t forget: this team leader has a gap in their team and possibly dealt with drama at the recent departure news. Calm your nerves, prepare smart questions and answers, and get into the mode of bridge-builder.
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Beyond the general “setting the scene” discussion in the interview, a key requirement for you to demonstrate is that you’re ready to start now. Pei Ying, who changed jobs recently, shares a key question to ask your employee early should involve the demands of your role: “I would ask, ‘What are the short-term and long-term expectations you have for me?’ By asking this question, you’ll more clearly know your exact responsibilities: including what your immediate priorities,” she says. Knowing these answers can also help you to frame the key stories ahead: something useful when other questions come up.
As a senior marketer, Elaine has several times been both a team leader and an employee. As she recalls, the biggest mistake people can make is to speak badly of your previous company in an interview. Even worse, bad-mouthing your previous bosses.
“Their view was that since they’re leaving the organisation, there was no need for them to put their best foot forward,” she notes. Such indiscretions are short-sighted. “They’re not considering the long-term impression that they create.”
Remember, potential managers are surmising whether you can represent the brand and its people, which clearly includes loyalty beyond the role. Burning bridges can tarnish your achievements and risk a negative referral.
RELATED: 6 common questions in a job interview
Preparation never hurts your interview prospects. Demonstrating a sound understanding of the company’s business model, competitors and recent wins are sure signs that you’re serious. Every team manager will feel it’s their duty to test you a little – as such, spend time assessing what you feel are your weak points for the role. Explain gaps in your CV, addressing them openly, and avoid vague or evasive language. Likewise, prepare for weaknesses by lessening them slightly. If you haven’t had experience with particular software, an obvious answer is to express your willingness to learn. Ideally, read a book chapter or an e-training module on it, to at least understand its purpose and use. Definitely don’t claim experience you don’t have: there’s nothing like fudging facts to give somebody the sense you’re more fake news than the real deal.
Business editor Kate has worked in three different countries in her career and seen several interview rooms. She suggests performance-driven questions as a great way of showing you’re ready for what’s in store.“Ask how exactly success will be measured in this role,” she advises. “This indicates whether there are realistic expectations of what you can accomplish.” She feels start-up founders, in particular, can be guilty of sky-high expectations. “Many expect miracles within the first few months,” she warns.
Equally, the answer will give you a sense of your scope to mold the role to fit your style, showing how well-defined the open role is.
Noting down important facts and key quotes have a couple of key benefits. It gives you something to do with your hands: and helps you listen more actively, letting you create prompts for future questions. However, don’t use it to avoid eye contact. Secondly, if the process goes well, it likely won’t finish at one interview – your notes can be a great source of background and prep for round two, and assist you past any mind-blanks you experience once the interview is over.
Lastly, remember that while your potential bosses are always on the lookout for what you say, how you say it matters a lot too. Consider your body language during the chat. While it’s a serious conversation, the net goal at the end is to see if you “click” with this person. Don’t be afraid of asking one or two leading questions: “So how did you end up in this field originally?”
These will not only let you rest a little and give you a sense of the person’s passion points, it also demonstrates one of the key traits you’re being assessed on, which is curiosity.
