The 5 Deadly Sins of Interviewers— And How to Redeem Your Chances of Success
No matter how well you prepare for your next interview (avoiding the Seven Deadly Sins), you still face a big unknown: There’s no telling how skilled your interviewer will be. Only a few are good at turning an interview into a free-flowing conversation. Most stick to a Q&A script, and a few are downright awful, mumbling and bumbling along – giving you no chance to showcase who you are and what you bring.
While you’re not going to change the interviewer, that doesn’t mean you’re without influence. The better you can prepare for interviewers’ shortcomings, the easier it will be for you to redeem the opportunity. Here are “Five Deadly Sins of Interviewers” and how you can increase your chances of success.
1. The Clueless – An interviewer’s deadliest sin is cluelessness. The Clueless interviewer may admit right away to not having read your resume and even not being sure of the job you’re pursuing. Your heart may sink when you hear, “What job are you here for?” But keep in mind that Mr./Ms. Clueless isn’t that different from other managers, who typically spend only seconds screening resumes initially, and devote less than 5 minutes (and probably a lot less) to any follow-up study. Your redemption in this and every interview is your “ACT”: Be authentic, make a connection, and give others a taste of what it’s like to work with you. Especially important when dealing with a Clueless interviewer is being relaxed and able to initiate an open discussion.
Redemption: Establish a positive connection with the Clueless interviewer as you tell the story of who you are, what you’ve done, and the contribution you can make. You’ll likely distinguish yourself for how you make the interviewer feel.
2. The Bumbler – Incompetence is another particularly deadly interviewer sin. The Bumbler rambles and appears disorganized and, just like the Clueless, may not know which job you’re pursuing. You can redeem this opportunity by taking charge and providing structure for the meeting. Proactively volunteer information and direct the questions as best you can, such as asking if the interviewer would like additional details about your skills, competencies, and accomplishments.
Redemption: Proactively offer a summary of who you are and what you’ve done, which will help the Bumbler ascertain your fit and skill set—which will also make you more memorable.
3. The General – This interviewer may appear to be very competent with his/her “command-and-control style.” Often, though, the General commits the sin of trying to intimidate others. You’ll probably be on the other side of the General’s large, well-organized desk or a gleaming conference table—a real power play. No small talk here, just rapid-fire questions and expectations of concise answers. You can redeem this interaction by adopting “visitor” behavior,” acting gracious and friendly, and noticing things in the General’s well-kept office that might forge a connection. The General may prefer brief answers, but don’t forget to use anecdotes to illustrate how your experiences meet the company’s needs.
Redemption: Turn interrogation into a conversation by asking intelligent, well-thought-out questions during the interview—not just at the end.
4. The Talk Show Host -- The Talk Show Host may be easy to connect to, with many mementoes in his/her office that allow you to forge a bond over common interests. The sin is when the Talk Show Host, who often focused on being likeable, talks too much and doesn’t give you the opportunity to provide relevant details about your experience. To redeem this scenario, keep track of what you want the interviewer to know and make sure you work that into the conversation.
Redemption: While keeping with the informal tone of the interview-conversation, use specific stories and anecdotes that showcase your talent, expertise, and how well you’ll fit with the culture.
5. The Scientist – Analytical and seeking details, the Scientist is most interested in how you intend to contribute now—and less in what you’ve already done. The good news is this interviewer is an effective decision maker. The sin here, though, is the Scientist’s inability to draw out the “evidence” he/she needs to ascertain your fit for the position. Your redemption is being aware of this interviewer’s need for proof of the skills and experiences you can deliver.
Redemption: Have the details of your skills and competencies at the ready so you can answer forward-focused questions that show the Scientist what strengths you will bring.
One last piece of advice: While you try to overcome the interviewer’s shortcomings and turn a sin into a success, if you can’t establish rapport, you need to think seriously about how this reflects on the company’s culture. This may not be the place for you.
A version of this article ran on Forbes.com.
Gary Burnison is the CEO of Korn Ferry and author of the upcoming book, "Lose the Resume, Land the Job.”
Recruiting and staffing industry veteran | Interview Coach | Successfully placing top quartile talent for 20+ years
7 年Excellent article. Interviewing can be like dancing. It can be awkward if one or both people don’t do it very much or have never learned the proper dance steps. Managers and candidates naturally don’t interview for a living. So, the process (or dance, if you will) is awkward. And as Gary Burnison points out, interviewers come in all different types. Gary further aptly shares that the interviewer isn’t likely to change. Not on their own anyway. Perhaps they can be guided, though, or as Gary puts it - influenced. How you ask? By asking those questions. The who, what, where, why, when, how, which type questions through out the interview. Ask the questions after providing an answer, for instance. Or when asked to tell them about yourself, rather than guessing where to start or be guilty of rambling; ask a question. Example response: “Sure. Where would you like me to start?” To complicate matters, most job descriptions don’t accurately represent what the manager is seeking, sometimes a vague boilerplate or even a laundry list of everything imaginable but not practical for one person to possess. Another favorite question of ours to ask, “what two or three things are you seeking, in someone, to be successful in this role.” When they share them you just might find out at least one wasn’t in the job description! So, simply selling yourself can feel like throwing darts in the dark. Again, Gary provides some excellent advice based on their type. Asking the right questions, open ended questions, can make for a more conversational interview and a way to find out what’s import to the manager or company while creating a bridge by which to share your experience.
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7 年Interviewers are human too. In a person interview, be settled in your mind that you want this job; therefore, prove yourself by creating a relaxed atmosphere for the interviewer. Be likeable, treat your interviewer as a friend even though you are being judged. Be confident in redeeming yourself and your interviewer. You are the one that will hire yourself so do what is best to be hired.
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7 年If the interviewer 'hasn't had time' to read your CV before the interview - it's probably a blessing in disguise if you don't get the role!