We recently came across this article by Jeff Haden – 9 Things You Wish Job Candidates Knew on www.inc.com. In the best interviews, job candidates say a lot and interviewers very little – after all, the interview is about the candidate, not the interviewer.
But there are a few things interviewers would like to tell job candidates well before the interview starts.
“Candidates have an amazing ability to not talk themselves into a role or to actually talk themselves out of a position”.
Ken Murphy, Director CareerWise Recruitment in Ireland.
Ken Murphy went on to say; “This article offers some very practical advice on interviewing and gives a good insight as to what’s going on in an interviewers head as you are engaging in the job interview process“.
by Jeff Haden
Obvious? Sure, but also critical. I want to work with people I like and who in turn like me.
So: I want you to smile. I want you to make eye contact, sit forward in your chair, and be enthusiastic. The employer-employee relationship truly is a relationship — and that relationship starts with the interview (if not before.)
A candidate who makes a great first impression and sparks a real connection instantly becomes a big fish in a very small short-list pond. You may have solid qualifications, but if I don’t think I’ll enjoy working with you, I’m probably not going to hire you.
Life is too short.
Oh, I do want you to want the job — but not before you really know what the job entails. I may need you to work 60-hour weeks, or travel 80% of the time, or report to someone with less experience than you… so sit tight for a bit.
No matter how much research you’ve done, you can’t know you want the job until you know everything possible about the job.
A sad truth of interviewing is that later I often don’t recall, unless I refer to my notes, a significant amount about some of the candidates. (Unfair? Sure. Reality? Absolutely.)
The more people I interview for a job and the more spread out those interviews, the more likely I am to remember a candidate by impressions rather than by a long list of facts.
So when I meet with staff to discuss potential candidates I might initially refer to someone as, “the guy with the bizarre stainless steel briefcase,” or “the woman who does triathlons,” or “the gentleman who grew up in Lichtenstein.”
In short, I may remember you by “hooks” – whether flattering or unflattering – so use that to your advantage. Your hook could be your clothing, or an outside interest, or an unusual fact about your upbringing or career. Better yet your hook could be the project you pulled off in half the expected time or the huge sale you made.
Instead of letting me choose, give me one or two notable ways to remember you.
There’s no way I can remember everything you say. But I will remember sound bites, especially the negative ones – like the candidates who complain, without prompting, about their current employer, their coworkers, or their customers.
So if for example you hate being micro-managed, instead say you’re eager to earn more responsibility and authority. I get there are reasons you want a new job but I want to hear why you want my job instead of why you’re desperate to escape your old job.
And keep in mind I’m well aware our interview is like a first date. I know I’m getting the best possible version of “you.” So if you whine and complain and grumble now… I know you’ll be a real treat to be around in a few months.
I need to know whether I should hire you, but just as importantly I need you to make sure my job is a good fit for you.
So I want you to ask lots of questions: What I expect you to accomplish early on, what attributes make our top performers outstanding, what you can do to truly drive results, how you’ll be evaluated… all the things that matter to you and to me and my business.
You know what makes work meaningful and enjoyable to you. I don’t. There’s no other way to really know whether you want the job unless you ask questions.
I know you want a positive work-life balance. Still, save all those questions about vacation sign-up policies and whether it’s okay to take an extra half hour at lunch every day if you also stay a half hour late and whether I’ve considered setting up an in-house childcare facility because that would be really awesome for you and your family.
First let’s find out if you’re the right person for the job, and whether the tasks, responsibilities, duties, etc. are right for you.
Then we can talk about the rest.
I expect you to do a little research about my company. That’s a given.
To really impress me, use the research you’ve done to describe how you will hit the ground running and contribute right away – the bigger the impact the better. If you bring a specific skill, show how I can leverage that skill immediately.
Remember how I see it: I have to pay your salary starting day one, so I’d love to see an immediate return on that investment starting day one.
By the end of the interview you should have a good sense of whether you want the job. If you need more information, say so and let’s figure out how to get what you need to make a decision.
If you don’t need more information, do what great salespeople do and ask for the job.
I’ll like the fact you asked. I want you to really want the job — but I also want to know why you want the job. So tell me why: You thrive in an unsupervised role, or you love working with multiple teams, or you like frequent travel.
Ask me for the job and prove to me, objectively, that it’s a great fit for you.
Every interviewer appreciates a brief follow-up note. If nothing else, saying you enjoyed meeting me and are happy to answer any other questions is nice.
But “nice” may not separate you from the pack.
What I really like – and remember – is when you follow up based on something we discussed. Maybe we talked about data collection techniques and you send me information about a set of tools you strongly recommend. Maybe we talked about quality and you send me a process checklist you developed that I could adapt to use in my company.
The more closely you listened during the interview, the easier it is to think of ways to follow up in a natural and unforced way.
Remember, we’re starting a relationship — and even the most professional of relationships are based on genuine interactions.
Joe Robbins is co-founder of CareerWise Recruitment. A graduate of the University of Limerick (Degree in Business Studies, 1985), Joe worked in the UK for five years where he specialised in materials management, production management and plant management for a number of companies.
He returned to Ireland in 1992 to become Operations Manager for a Cork-based start-up, FMC Automotive Division which was subsequently taken over by Snap-on Equipment. Joe managed the business re-location of this company to Shannon in 1997 before setting up CareerWise Recruitment in 1999.
He is a committee member of the Chartered Institute of Personnel and Development (CIPD) Mid-West region, and a former Director and Vice President of the Shannon Chamber of Commerce. Joe is former Chairperson of the Sixmilebridge Camogie Club and current Chairperson of the Clare County Camogie Board.
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