Part 4 - Why Executives Like You Often Fail at Job Interviews

Part 4 - Why Executives Like You Often Fail at Job Interviews

In the earlier parts of this series (see links below)

Part One

Part Two

Part Three

We looked at how important it is for you to project your consistent Personal Brand through every element of your presentation to the job market, right up to and including the interview.

Like most executives, you will be more used to being the interviewer than the candidate for a particular position. Now though, it’s absolutely essential you look at your forthcoming interview from both sides of the table.

As an interview candidate, the longer you’ve been job-searching and the set-backs you’ve experienced, will increase the pressure on you to ‘get it right’ this time.

That pressure and its associated stress might tempt you to compromise on everything that’s important to you, to try and help ensure you cross the winning line.

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Bernard Pearce is The Executive Career Transition Specialist. He works with executives, like you, to transform your job job search success; securing great jobs, restoring self esteem and experiencing real pride in winning victory in competitive and challenging environments.

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An Important Step in Preparation

For a moment, change your mindset. Put yourself back into your comfort zone; that of being the interviewer and consider how ‘they’ might be preparing themselves to interview ‘you’.

As an interviewer, you would ensure you were well prepared to conduct that interview. You would have already familiarised yourself with each candidate’s background; satisfied yourself they were a suitable candidate; prepared how you will conduct the interview; prepared some suitable questions – and yes, you might even have already identified a preferred candidate!!

So, How Do You Decide Who to Appoint?

It’s easy to say ‘I’d choose the best one for the job’; but against what criteria? Their previous position and/or in which company? Their qualifications – and/or which University? How many jobs they’ve held – too many or not enough? Even, though you’d probably never, ever admit it - their age or gender?

There are 3 key Decision-Making Focus Areas

1. Can You Do the Job? Have You got the right Qualifications, Skills, Knowledge and Experience to be considered a worthy candidate? We can probably assume you’ve already got a tick in the box on that one, to have got this far.
2. Will You Do the Job? Just being able to do the job clearly isn’t enough; but do you bring the right motivation, attitude, commitment and determination to ensure you can correctly apply your abilities and deliver the desired/expected end result?
3. Will You Fit In? Probably the most critical differentiator between candidates. How well do you fit with the organisational culture, your future Board or peer group, the task envisaged and the challenges you’ll face?

Your Answers to Their Questions Will Tell Them Everything

Inevitably, most of the questions – either directly, or indirectly - will dig deeper into your skills, knowledge and experience.

How you answer them, however – whether directly or inferred – will communicate much, much more about what you are likely to accomplish in the role and the effect you will have on the company’s people and its commercial performance.

It’s your future; you could be taking a huge risk with it.

If you are getting interviews, but not getting job offers, we clearly need to speak asap.

You might value a unique insight into how you're positioned and how the job search world might judge you??

There's absolutely no charge to you, but it could make a huge difference to you.?

If you'd like that, do let me know via email, or LinkedIn and we'll get something organised asap for you.

E-mail: [email protected]

Bernard Pearce

The Executive Career Transition Specialist

www.Career-Inspirations.co.uk

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