Using AI to Prep for the Interview

I must have prepped over a thousand candidates for different roles from professional staff to senior executive positions in all types of industries. During my in-depth interview with the candidate I wanted to be sure they were first competent and motivated to do the actual work and second they would also see the role as a worthy career move. Once I was confident about their ability I then prepped them to ensure they were properly assessed by the hiring manager.

The whole prep process is covered in complete detail in The Essential Guide for Hiring & Getting Hired . The whole point of this was to ensure that what went on “behind closed doors ” was an objective and unbiased interview.

Since the goal of this newsletter is to provide hiring managers and job seekers with the latest ideas and advice, I asked ChatGPT what a candidate could do to ensure he/she was interviewed properly using the Performance-based Hiring process I advocate. Its response is below. I urge every candidate to follow it.

Used Forced-choice Questions to Ensure You’re Interviewed Properly

In today’s job market, where the hiring process can often feel like a one-sided assessment, candidates being interviewed for any role must proactively ensure they are accurately evaluated. This is particularly crucial in scenarios where interviewers may not utilize Performance-based Hiring, a methodology that emphasizes the alignment of a candidate’s accomplishments, fit, and motivation with the role’s key performance objectives (KPOs).

Following are some ideas on how candidates can steer the conversation to demonstrate their fit, motivation, and competency, even when the interviewer doesn’t explicitly follow Performance-based Hiring principles.

Understanding Performance-based Hiring

Performance-based Hiring is designed to assess candidates based on their ability to achieve specific outcomes and solve real-world problems, rather than solely on their skills and experience. This approach aligns a candidate’s past achievements with future expectations, ensuring a good fit for both the organization and the individual.

Preparing for Your Interview?

Research and Align: Before the interview, research the company and the specific role to identify potential KPOs. In fact, ask ChatGPT to convert the public job description into a performance-based job descriptions as a starting point. Then reflect on your past achievements that align with these objectives. Prepare to share these accomplishments in a structured manner (using the STAR method: Situation, Task, Action, Result) to clearly articulate your fit and potential impact.

Prepare Your Questions: Develop questions that invite discussion about the role’s KPOs, the team dynamics, and the challenges you would be expected to tackle. This not only demonstrates your interest in the role’s substance but also guides the interviewer towards evaluating your fit based on performance. For example, for a marketing role you could ask if developing a social media campaign to increase market share would be a likely project. Then give an example of something you’ve accomplished that’s most related.

During the Interview

Guide the Conversation: If the interviewer asks questions that don’t allow you to showcase your fit for the KPOs, use your responses to pivot towards your relevant achievements. For example, if asked about your skills, first ask how these skills are actually used on the job and then tie your answer back to how those skills were critical in achieving specific outcomes in past roles.

Use Your Prepared Questions: When given the opportunity, ask your prepared questions. This can subtly steer the discussion towards a Performance-based evaluation, allowing you to highlight your understanding of the role’s challenges and your ability to address them.

Address the Win-Win Hiring Framework : Introduce aspects of the Win-Win Hiring decision rubric by discussing your motivations, the work-life balance you seek, the type of management and team environment in which you thrive, and your career aspirations. This naturally brings the conversation around to assessing mutual fit.

Closing the Interview

Summarize Your Fit and Motivation: As the interview concludes, succinctly recap how your past accomplishments demonstrate your ability to meet the KPOs of the role. Express your enthusiasm for the challenges and opportunities the position presents, showing how it aligns with your career trajectory.

Ask About Next Steps: If the interviewer is vague or noncommittal, you’ll need to forcefully but diplomatically ask if there is something in your background that is missing from their needs. If so, you’ll then need to respond with an example of an accomplishment that best meets that requirement.

Follow Up Thoughtfully: In your follow-up communication, reinforce how the discussion confirmed your interest in the role and your belief in being a strong fit, based on the KPOs and your achievements.

Conclusion

Navigating an interview where Performance-based Hiring principles are not explicitly used requires candidates to be proactive in demonstrating their fit, motivation, and competency. By preparing thoroughly, guiding the conversation, and using strategic questioning, candidates can ensure they are evaluated on their ability to achieve success in the role, thereby creating a Win-Win Hiring scenario. This approach not only helps candidates stand out but also enables them to assess whether the role truly represents the right career move for them.

While this approach won’t help you get a job you don’t deserve, it certainly will help get you one that you do.

This newsletter is designed to use ChatGPT and CoPIlot and all of the latest GAI variations to help hiring managers and job seekers achieve more Win-Win Hiring outcomes using Performance-based Hiring . Measuring hiring success on the first year anniversary date, rather than the start date, is a worthwhile goal, but it requires more due diligence on everyone's part. The Essential Guide for Hiring & Getting Hired is a great starting point, but it's only a starting point. Be sure to join our companion Hire with Your Head book club for insight on hiring regardless of which side of the desk you're on.