How important is ‘likeability’ in job interviews?

During May 2018 I was ruminating on the importance of how the likeability of candidates in job interviews impacts their success or otherwise. To research this, I developed a simple survey which I then shared on social media, asking all and sundry to complete the 2-minute survey.

For the purposes of the survey, ‘ likeability’ was defined as ‘someone who is pleasant, friendly, and easy to like.’ (Oxford Dictionary).

My first learning was that despite being visible to hundreds and possibly thousands of individuals, only 43 kind-hearted souls took time out of their busy lives to complete the online survey. Why so few? Perhaps the ‘return on investment’ in completing the survey and receiving the results was low or non-existent? Perhaps in future, I can offer some small inducement for completing the survey. Suggestions welcome!

Regardless, I would like to present to you the key findings of this survey so that you may have a few takeaways to incorporate should you be attending interviews in the future. In addition to the survey findings, I will also add some relevant commentary.

The sample

Of the 43 respondents, nearly half (49%) were hiring managers followed by Human Resources and Talent Acquisition professionals (24%). The balance of respondents were recruiters (7%) or a mix of career coaches, consultants and even one respondent who labelled themselves as a ‘problem solver’ (perhaps they can apply their expertise to get me more respondents for future surveys?). 84% of the sample had over 6 years’ worth of interviewing experience. So, it’s fair to say that the small (and benevolent) group of respondents, included the right population to comment on the surveyed topic. My thanks to all of you.

The findings

Question: What elements impact the ‘likeability’ of a candidate during a job interview?

The top response was ‘Appropriate eye contact’ (88%). As the ‘eyes are the windows to the soul’, this would certainly ring true! On this basis, ensure you share your eye contact with all interviewers in both one-on-one and panel interviews. The opposite (where eye contact is not made or held), may also indicate that a candidate is trying to hide something and therefore untrustworthy. It should also be said that cultural aspects may also be at play if eye contact is minimal or non-existent.

The second highest response was ‘Natural and appropriate body language’ (77%). A relaxed and comfortable posture conveys not only preparedness but also a level of respect towards the interviewer. I’ve interviewed candidates over the years that have slouched in the chair, put their hands behind their heads, man-spread their legs and others, all of which convey over-familiarity and I believe, disrespect.

‘Pub posture’ is entirely inappropriate in a formal job interview or any business meeting.

The third highest response in relation to likeability was ‘Quietly confident and enthusiastic’ (74%). From my perspective, this relates to the preparedness of the candidate to participate in and to do well in the interview. Experienced interviewers can tell within the first few minutes of an interview how prepared the candidate is, not just in their answers, but also in their presentation and demeanour. Strong candidates have come to the interview to impress the interviewer as a strong match for the advertised role. The equal third response was ‘Ask good questions during the interview’ (74%). Again, this demonstrates interest and preparedness in the role.

I often remark that as an interviewer I appreciate being asked questions I can’t answer or can’t answer fully, as this generally indicates a deeper level of research (and therefore interest) on behalf of the candidate.

Next highest ranked responses were ‘Dressed appropriately’ and ‘Friendly to the receptionist or other staff encountered’ (72%). The way we present ourselves to potential employers says a lot about who we are. Dressing appropriately for the role and organisation is critical. If you are unsure about the dress standards for an interview, ask. If you still can’t find out, it is always better to overdress than under-dress (think about being interviewed in a t-shirt and jeans with interviewers in suits. It’s just awkward). It’s always advisable to be personable to the receptionist when attending an interview. They will greet you when you arrive for an interview and many interviewers will take their input when evaluating candidates (think ‘Mystery Shopper’ or in this case, 'Mystery Candidate Evaluator'!).

Several years ago, a receptionist who worked for me would remark that several job candidates were rude or condescending prior to being interviewed by me, where they were attentive, professional and often charming. Needless to say, their progression in the selection process was rapidly halted.

In terms of surprising results, ‘A firm handshake’ was rated relatively low by just over half the sample (53%). The handshake is certainly a good first impression (versus the ‘wet fish’ variety), however, it’s apparently not the best indicator of likeability to which other events or circumstances will take precedence during the course of the interview.

Question: What elements would detract from the likeability of a candidate during an interview?

Unsurprisingly, ‘Rude or arrogant’ (93%) came in as the number one response. I would surmise this also encompasses individuals who do little preparation for the interview, but swan in and think they should just be hired on the spot. Their self-importance and ego rules.

Often, executives behave condescendingly to interviewers they feel are beneath them…Think of an HR Business Partner interviewing an executive. If someone behaves this way, they probably belong in an episode of ‘Mad Men’ and not in any contemporary organisation where level is largely irrelevant.

The next most popular responses on 88% was ‘Late for an interview without an apology’ and ‘Don’t listen’. The latter is most likely linked to the first response (being rude or arrogant), however, the lateness issue is unforgivable, and I often call it the ‘mortal sin of interviewing’. I have had individuals arrive 5, 10 or even 15 minutes late for an interview without offering an apology. None of these people progressed in their application. If you are going to run late, contact the interviewer ahead of time, but more importantly, give yourself plenty of time to attend the interview (I generally suggest double the necessary time in order to avoid the impacts of Murphy's Law, which states that 'whatever can go wrong, will go wrong'). 

Being ‘Under or ill-prepared for the interview’ was next on 79%. Having interviewed thousands of people over the years, an unprepared interviewee is easy to spot early in the interview, and it is not well received. As the interviewer, I have given up my valuable time to interview you for a job in my organisation. If you have not taken the time to prepare, frankly you can forget about getting the job.

Finally, ‘Talking negatively about other people or organisations’ also ranked highly on 77%. It’s fair to say we encounter enough whingers and whiners without adding another to our team or organisation. The adage of ‘If you don’t have anything good to say about anyone, it’s best to say nothing at all’, holds true here.

Occasionally, interviewers may ask a leading question like, ‘What did you dislike about your last company?’, which may prompt a negative response. Don’t take the bait! Your response should be positive or neutral at best but in no way negative, cynical or sarcastic (e.g. ‘ There was nothing I disliked about my last organisation, but I was appreciative of…’).

Finally, ‘No eye contact’ (74%) rated highly, but perhaps not as high as expected per the 88% response rate cited earlier in this article.

Question: We have all heard that we should not hire someone like ourselves, but truthfully, have you ever done this?

Based on responses, most would (63%). This is borne of rapport and likeability, after all, who wants to work with people that rub us the wrong way? The ‘no’ responses (37%), may have been thinking less about these factors and more about hiring people with different perspectives and views.

Question: Two candidates A & B are equally matched on all job criteria, but you feel a stronger rapport with candidate A. Who do you hire?

95% of respondents answered A. However, 5% (or 2 of the 43 respondents), would select B, or the candidate they felt less rapport with. Logically, it is unusual for two candidates to be perfectly aligned on all selection criteria and generally, there will be one or several differentiators that separate candidates. Again, most of us would prefer to work and spend time with, those we like and have a good rapport with. For the two respondents who would select the candidate with less rapport may again be looking at different perspectives as opposed to similar character traits.

Conclusion

It is difficult to draw too many solid conclusions from this simple survey; however, the findings support existing views on the likeability – and therefore attractiveness – of candidates for jobs.

If you are presently in the market and attending interviews, there are several takeaways to keep in mind:

• Be well-prepared for the interview. This means knowing your resume, the job description, the company and the interviewer(s). This involves more than putting on our fine threads and reading our resume on the bus on the way to the interview!
• Have and maintain good eye contact with the interviewer(s). This conveys trust and believability. Similarly, listen to the questions asked and respond accordingly.
• Be natural and relaxed with your body language which reflects your level of preparation and therefore confidence. Man-spreading is forbidden!
• Dress appropriately for the role as a sign of both preparedness and respect.
• Prepare good, well thought out questions which not only give you the information required to decide about the job and company but also leaves a good impression of you in the eyes of the interviewer.
• Never, never, never be late for an interview, but if you find yourself running late, pro-actively contact the interviewer to let them know.
• Don’t speak ill of others or organisations in the interview as this will reflect poorly on you rather than those you deride (even if only with a modicum of derision).

Likeability and rapport undoubtedly play a part in the decision-making process used by interviewers...We are human beings after all. I would suggest that as the interviewee, you also gauge the ‘likeability’ of the person you will be working for. Think about this aspect as you leave the interview and perhaps research that person with other people that you know (via LinkedIn) as we tend to spend more time with these people than our life partners (who let’s face it, we engage/co-habit with because we like them…a lot!).

What do you think? If you have any thoughts or comments about this survey, please feel free to leave comments below. 

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Paul Di Michiel is an experienced Human Resources executive having held senior regional and global roles in Australia, Singapore and the United Kingdom. He has also personally experienced job loss during his career and now works as a career coach with his own business, The Career Medic. He is the author of 'Fired to Hired, The Guide to Effective Job Search for the Over 40s' and regularly speaks to community groups and contributes to websites and local newspapers on job search topics. You can find out more about Paul here.

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