Interviewing? You’re doing it wrong!

By David J. Johnson with CorporateQueue

This past November, I participated in a panel discussion hosted by the National Black MBA Association – Memphis Chapter and had the opportunity to engage with some leaders in the local area.? Afterwards, I had a discussion with one of the leaders, the CEO of a prominent talent development organization, and he stated that during an interview he asked the hiring manager “Is there an opportunity to have a sponsor two levels up from your role?” ? I sat back with the question and discussed it with my network and thought: have I been interviewing wrong all these years?

As a person that has been on more than my fair share of interviews, I think we all know what it traditionally takes to ace them.? I won’t go in depth but here are a few tips: 1. A Great Resume 2. A Killer Elevator Pitch 3. Mastery of the STAR method 4. In depth knowledge of the company/role 5. Insightful questions 6. Closing Statement.? For more information, follow the embedded links.

To be transparent: asking questions that ensure a potential employer will meet my expectations is where I have fallen short in my interviews.? I have been conditioned to ask questions that show I am interested in the company and role. Though this is great advice, I have usually asked questions that did not help me to determine if the company was a great fit for me.? I focused on asking questions that further demonstrate why the organization should hire me but not why I should join.? For anyone, whether they are new or tenured, finding out if you should join a company is key to success.? The market is competitive for talented individuals and making the correct choice of employer has a direct impact on the trajectory of your career.??

After having this epiphany, I went over my most recent interviews.? Hiring managers asked me to use the STAR method but never answered my questions using that same method.? When asking questions to gain insight, the STAR method is a great tool, and I believe candidates should expect employers to talk about a specific time and avoid generalities.??

The next thought was driven by the “sponsorship” question posed by the CEO. Looking back at my career, sponsorship has been one of the things I have wanted most in a role.? This question may not be directly applicable to all applicants, but the paradigm shift is to examine your career trajectory and history, determine the things that will accelerate your journey, and ask the organization how they have specifically executed those things in the past (using the same STAR method).

For me, this is challenging as I usually let the interviewer pass without giving specifics. Retrospectively, I have learned it is better to have these tough conversations earlier rather than at your performance review or later when you are thinking about leaving.? Evaluating my own career, here are a few questions I will ask in my next interview:??

1. Tell me about someone you have successfully sponsored or mentored in your organization??

2. Tell me about a time your team had a conflict and how did you manage the team through that conflict??

3. In a world where everything has to be done with limited resources, how has your organization effectively prioritized the workload??

4. Tell me about a time that you identified a growth area for your direct reports and what you did to help them fill the gap??

Feel free to use these questions or come up with your own.? This level of thought requires being honest with yourself and introspective about the things that have facilitated or hindered your careers.? Coupling this thoughtfulness with the basics of interviewing will increase the likelihood that you land with the right company.? Good luck finding that next opportunity.??

David J. Johnson has a Master’s Degree in Business Administration focusing on executive leadership.? David has 10 years of people leadership experience focusing on people development in technical spaces.? For further discussion please reach out to David at [email protected]