Likeability.

You’ve probably already heard that likeability is one of those items which is assessed during your residency interviews and during those open house invitations and “meet and greet” affairs.? ?Of course, you want to be likeable.? But what does that really mean and how can an application coach help an applicant project likeability??

While the dictionary is a good place to start, it isn’t of much help.? Merriam Webster indicates that the meaning of likeable, adj. as “having qualities that bring about a favorable regard: pleasant, agreeable.”? ?And an etymology search tells us only that “likeable” is derived from the Middle English word “likeworthy” which was akin to “agreeable, acceptable”.? ?

If we look at list of synonyms for likeable on theasaurus.com we get closer, but are still not there in terms of understanding what this term means in an interview setting.?

?Most interview coaches would agree that likeability has several key components which must be considered.? For residency applicants, scoring poorly on any one of these items and it could be the difference between earning a strong position on that year’s match list or not.???

?So, in no particular order, I would submit to you that this is the list of traits that interviewers are really trying to uncover when they assess likeability.

?1.???? ?Positivity.?? Most everyone wants to align themselves with people who bring positivity to the workplace.? We are often inspired by people who see the glass as half full rather than half empty. Positivity tends to be associated with positive emotions and positive behaviors such as kindness and generosity which lead to better social relationships. Furthermore, positive thinking tends to correlate with improved well-being and buffers the effects of stress.? It’s therefore easy to see why this quality would be highly valued in a candidate for a residency position.? ?For the interviewee, it is important to recognize that positivity can be memorably conveyed through storytelling, specifically in discussions which demonstrate a growth mindset.? People who embody a positive mindset see obstacles as challenges and failure as growth opportunities.? They help to motivate others with their optimism and are types of individuals that you would want on any team.

?2.???? Enthusiasm.? If you were the program director, would you want to hire someone who did not seem excited about joining your residency program? You wouldn’t, of course.? ??Enthusiasm can certainly be conveyed in the tone of your voice, your smile, and other non-verbal cues. As a candidate, it can be a bit tricky as you must convey enthusiasm without seeming desperate or ingenuous. Finally, realize that researching a program in advance of your interview and asking informed questions can be a powerful way to communicate your enthusiasm.? ?

?3.???? Authenticity.? Authenticity is the quality of being genuine and real.? It means being who you claim to be.?? Authenticity therefore implies trustworthiness and individuals who operate from a place of authenticity are more confident because of their honesty.? The authentic person is one who inspires loyalty and whose integrity and ethics are not in question.?? How does one ensure an interview is perceived authentic? Clearly this begins before one’s interview with an application that is 100% honest.? Don’t exaggerate elements of your ERAS applicant.? Don’t add hobbies that you haven’t engaged in for years.? Don’t report that you’re an avid reader if you’re not.? If you’re asked an easy question about the most recent book you have read and you come up empty-handed, you’ve likely ruined your credibility.? During your interview, authenticity flows from responding to questions in a fashion which does not seem overly rehearsed or strained and with sufficient depth to show your engagement and credibility. Speaking as if reading from a script is a definite negative when it comes to demonstrating authenticity.?

?4.???? Respect. ?Respect for others is one of those non-negotiables for residency programs.? Teamwork in medicine requires respect and any lack of respect signals that a candidate may well prove to be a difficult team member.? Respect translates into care and trust.? As with enthusiasm, respect for others during an interview is inferred by storytelling around leadership, teamwork and handling workplace conflict.? Respect can be judged by the tone and word choices used by the candidate in his/her discussions regarding interactions with nursing staff and ancillary personnel.? Lack of a candidate’s respect is easily spotted by the following behaviors:? Arriving late, inappropriate dress, use of language which is insufficiently formal, interrupting the interviewer or arguing one’s point, lack of active engagement during the interview and failing to acknowledge your gratitude by thanking the interviewer.?

?5.???? Connectivity.? How well you will connect with others is measured by your connectivity with your interviewer.? Are you engaged in the conversation?? Are you actively listening and responding?? Are you socially aware of your interviewer’s speech patterns and body language so that you are able to mirror him or her in ways which appear authentic and increase synchronicity?? Does your storytelling demonstrate you as someone who easily connects with others?? Dispassionately reviewing a taped mock-interview can help you to assess your connectivity with your interviewer and make adjustments as needed.? Consider the stories you have prepared and ask yourself if at least one of them really demonstrates your connectivity with others.

?6.???? Reliability/Accountability.? This is a big deal.? We all want candidates who are not only reliable to perform their work duties but also hold themselves accountable.? Are you prepared to speak about a mistake or a failure of yours and take responsibility?? Candidates who have trouble coming up with a story about a failure or shift the blame to others are sending out red flags during an interviewer.