Romancing the Job Interview

In the article, “Romancing the Candidate: Be a Better Date in the Interview” Danny Cahill lays out the client hiring manager’s role in romancing the candidate. Conversely, what about the candidate romancing the interviewer? It’s almost as if we were going to get married and both parties are on their best behavior. 

 Figure 1.0 Waiting for the Job Interview

But before we begin to outline a process to succeed at the interview process, let’s introduce you to the notion of job satisfaction. What are your priorities for landing a new job role? Each of us has our own drivers, but I’d at least like to share my thoughts on some of the shared priorities for job placement:

1. Your new role should be challenging. If you have done this job a million times, why are you seeking the same repetitive role when it will take its toll on your sanity and you won’t feel valued – likely your time at the new company will be short-lived.

2. Your new role should be fun. The company culture can make or break you. If you believe the role is challenging but the culture is stifling, autocratic, and they manage the minutia I wouldn’t expect you won't be there long.

3. Your new boss should value you. This means your boss is interested in what you have to say, after all you’re, the expert. 

4. Your immediate boss needs to be self-confident! How many of you have had bosses who never listened to you and worse, didn’t value the recommendations and innovation you brought forth?

5. You need to work for a financially stable company. Regardless of size, your paycheck is important. If you are worried if your job will disappear or they won’t make payroll you need to run the other way.

6. Your pay must be fair. If you accept less than your worth, you may not be happy long, and you’ll be repeating the job-hunting process again real soon. There are tools (E.g., GLASSDOOR) that can give you a good sense of your value in the market place and what other companies are paying for your services. 

    How long does a typical employee stay at a job anyway? The median number of years that wage, and salary workers have worked for their current employer is currently 4.6 years, according to an Economic News Release from the Bureau of Labor Statistics. So if that’s the average, will you be a “short-timer” or a loyal tenured employee? I’m advocating that your approach to romancing the job interviewer will determine this issue, if hired. So, if you understand what’s driving you to a new role, then let’s first discuss a candidate’s role in romancing the recruiter and the hiring manager, or in the case of the ominous company “group grope” how to romance the group. 

? The Search Begins

? Tap your network. Everybody knows somebody. ...

? Connect with alumni. ...

? Attend events. ...

? Use LinkedIn to maximum effect. ...

? Check job boards. ...

? Contact recruiters. …

? Enlist the Help of Your Social Network. ...

? Target Companies Directly. ...

? Use Your School. ...

? Get Yourself Out There. …

   If you have been diligent in the recruiting process, and you adhere to either submitting against your own job search rules, allow a recruiter to guide you or you do both, then what about keeping a good attitude throughout the entire process? Ever hear the saying, “Your attitude determines your altitude?”.  Searching can be tiresome and it’s tough keeping a positive attitude, especially when the recruiting game feels like a shotgun approach to landing your perfect role. Further, if 97% of companies don’t take the time to acknowledge your submission, then it can wear on you mentally and eventually takes it toll if you allow it. The “Avature” slides below illustrate how frustrating it can get in the job mill. Number one complaint? No one responds!

? Lack of Acknowledgment 

? Figure 2.0 Avature Candidate Experience

Figure 3.0 Avature Candidate Experience

If we are still talking about the recruiting process, let’s be clear that your recruiter’s motivation is not the same as yours.

? You and Recruiters 

o Recruiting is the process of finding a highly qualified person to fill a job need, evaluating candidates, selecting the preferred candidate, and then finalizing an arrangement to bring the person on board.

o Interviewing is a part of recruiting. It is a tool (method) to evaluate candidates for the position in order to identify the preferred candidate for the job requirements. It also includes discussions to finalize the arrangements, including salary and start date of the selected candidate.

   So, understanding that the recruiter, you and the hiring manager all have different roles, and many times agendas, what else should you know about recruiters and hiring managers? 

? Before the Interview

? PUT THE INTERVIEWER (S) AT EASE: Interviewing can be stressful, so do your best to help interviewers through the process. If you aren’t relaxed you won’t be thinking clearly, and you will telescope this anxiety to your interviewer who will now also be anxious. Be yourself and be fearless and unafraid to chat about the interviewer(s) and let them know you investigated the company and share your questions with the interviewer. 

? DON’T JUDGE ON FIRST IMPRESSIONS: We've all met them -- people who don't make a great first impression. Ever had an interviewer who made you feel like they were going through the motions? Worse, that they had already decided you were not the right candidate? Don’t doubt yourself, and remember everyone has a personal life, and you don’t know why this person is not at their best at this moment. Don’t pass judgment but follow your script of being cordial and open. Share hobbies and if able find out what common ground you and the interviewer(s) have.

? PREPARE FOR A BEHAVIORAL INTERVIEW: 

? Recall recent situations that show favorable behaviors or actions, especially involving course work, work experience, leadership, teamwork, initiative, planning, and customer service. 

? Prepare short descriptions of each situation; be ready to give details if asked. 

? Be sure each story has a beginning, middle, and an end, i.e., be ready to describe the situation, including the task at hand, your action, and the outcome or result. 

? Be sure the outcome or result reflects positively on you (even if the result itself was not favorable). 

? Be honest. Don't embellish or omit any part of the story. The interviewer will find out if your story is built on a weak foundation.

? Be specific. Don't generalize about several events; give a detailed accounting of one event. 

? Vary your examples; don’t take them all from just one area of your life

? During the Interview

Figure 4.0 The Interview 

? TELL THE INTERVIEWER (S) ABOUT YOU: What would the interviewer like to know about you? You are the star intramural volleyball player, you like camping and hiking, or bowling? Make those moments count against the culture of the interviewer’s company. If they have walking trails, ask the interviewer if they walk or jog to tie the interview, interviewer and the company together. Another example is food. If the company offers a café, then chat about what the interviewer likes to eat there. Ask if you can take notes and have your questions pre-prepared.

? DON’T TRY TO CONTROL The INTERVIEW: While you don't want to dominate the interview time, you should shift the conversation to the position, including the prime responsibilities, reporting structure, key challenges, and performance criteria. If you understand the role, then capitalize on how your skill set will bring success. 

? DON’T BE AFRAID TO IMPROVISE: While you should plan your questions, don't feel you must each one. More important to "Be responsive to what the interviewer asks and build off examples or stories about how you solved issues. 

? LISTEN: If you are doing most of the talking during the interview process, you may not get the information you are seeking about the role and company. Be sure your answers are concise and to the point and let the interviewer guide the interview. 

? MAKE IT A Point TO TALK ABOUT THE COMPANY AND WHUY YOU WANT TO WORK THERE. Why do they want to be here? Obviously, the interviewer is happy, and your enthusiasm may bring out some interesting tidbits from the interviewer about why they like the company, culture and their role. Remember, most interviewers are functional leaders and are not professional interviewers. 

? THE STAR METHOD: The STAR method is a structured manner of responding to a behavioral-based interview question by discussing the specific situation, task, action, and result of the situation you are describing. 

o Situation: Describe the situation that you were in or the task that you needed to accomplish. You must describe a specific event or situation, not a generalized description of what you have done in the past. Be sure to give enough detail for the interviewer to understand. This situation can be from a previous job, from a volunteer experience, or any relevant event. 

o Task: What goal were you working toward? 

o Action: Describe the actions you took to address the situation with an appropriate amount of detail and keep the focus on YOU. What specific steps did you take and what was your contribution? Be careful that you don’t describe what the team or group did when talking about a project, but what you did. Use the word “I,” not “we” when describing actions. 

o Result: Describe the outcome of your actions and don’t be shy about taking credit for your behavior. What happened? How did the event end? What did you accomplish? What did you learn? Make sure your answer contains multiple positive results. 

Make sure that you follow all parts of the STAR method. Be as specific as possible at all times, without rambling or including too much information. 

? SAMPLE BEHAVIORAL INTERVIEW QUESTIONS. Practice using the STAR Method on these common behavioral interviewing questions, so they become second nature in front of the interviewer or group: 

? Describe a situation in which you were able to use persuasion to successfully convince someone to see things your way. 

? Describe a time when you were faced with a stressful situation that demonstrated your coping skills. 

? Give me a specific example of a time when you used good judgment and logic in solving a problem. 

? Give me an example of a time when you set a goal and were able to meet or achieve it. 

? Tell me about a time when you had to use your presentation skills to influence someone's opinion. 

? Give me a specific example of a time when you had to conform to a policy with which you did not agree. 

? Please discuss an important written document you were required to complete. 

? Tell me about a time when you had to go above and beyond the call of duty in order to get a job done.

? Tell me about a time when you had too, many things to do and you were required to prioritize your tasks.

? Give me an example of a time when you had to make a split-second decision. ? What is your typical way of dealing with conflict? Give me an example. 

? Tell me about a time you were able to successfully deal with another person even when that individual may not have personally liked you (or vice versa). 

? Tell me about a difficult decision you've made in the last year. 

? Give me an example of a time when something you tried to accomplish and failed. 

? Give me an example of when you showed initiative and took the lead. 

? Tell me about a recent situation in which you had to deal with a very upset customer or coworker. 

? Give me an example of a time when you motivated others. 

? Tell me about a time when you delegated a project effectively. 

? Give me an example of a time when you used your fact-finding skills to solve a problem. 

? Tell me about a time when you missed an obvious solution to a problem. 

? Describe a time when you anticipated potential problems and developed preventive measures. 

? Tell me about a time when you were forced to make an unpopular decision. 

? Please tell me about a time you had to fire a friend. 

? Describe a time when you set your sights too high (or too low).

***********************************************************

? Ultimately, just relax and be yourself. During every job interview, hiring managers want to learn about the real you. ... Demonstrate why you love the company. ...

? Prove your interpersonal communication skills. ...

? After the Interview

? Don’t get left hanging. Be sure to ask the interviewer(s) about next steps. When can you expect an answer about your candidacy? When can you expect an offer if you are “The Candidate”? when can start if offered the role?

? Compare notes and reach a decision. The post-interview evaluation is the time for you to consider what just a happened. Is this still the place you want to go to work at? If you met your hiring manager, what does your gut tell you?

? As a practice send an email to your recruiter and interviewer(s) thanking them for their time and effort, regardless if you get selected for the role. 

 Figure 5.0 Thank the interviewer(s)

  So, let’s recap. In this article we set out to identify how you can be successful in the job-hunting process, and how to conduct an effective interview. If you just one takeaway and use it effectively, then you are one step closer to “Romancing the Job Interview”!

About the Author: Dave Howell, President HI MERIT. Dave is the founder and president of a consulting company providing solutions for business, technology and real estate. Dave can be reached at: [email protected] or 210-618-6566 mobile.