A Consulting Interviewers Reflections for Job Seekers
Things that come to mind after dealing with applicants today...
A few random thoughts triggered by some responses of people I recently interviewed. (I have 40+ years of experience in using communications applied in different modes, from shinjistu (mind direction) to interview and interrogation and subversion.) I apply these skills from time to time as a consulting interviewer for certain select employers.
1.)BE NICE: Don’t be rude on the phone with representatives of someone’s business. You would think I shouldn’t have to point out the obvious, but people’s communications skills are really on the low end anymore. Potential employers want to “date” before committing to a relationship. Either directly or indirectly implying you want or deserve a face to face interview is the best way not to get one. Wait for the interview to be offered…don’t act like its beneath you to engage in preliminary conversation. For a good interviewer, every question and part of a conversation has a purpose. There are no small questions, just applicants who are too small to answer them. For the first time in 30+ years of working as an consulting interviewer I ended an initial phone conversation with an applicant because she not only wasn’t listening, but insisted she get an interview scheduled. Initial calls are always generalized “get to know you questions” to find out where the person is in their career. Telling a consulting interviewer “I don’t feel comfortable answering these types of questions on the phone” and demanding an interview, especially when he’s going to be the interviewer, is poor form to say the least. Clearly the person lacked the basic communications skills to deal with the high end clientele of my employer. You’re selling something at an interview…yourself and people buy from people that are likeable…Being nice is one of the easiest investments you can make in the application process. If you need to get around gatekeepers, being nice is the surest way to do it. You always catch more flies with sugar over sour puss.
2.) Follow instructions: If you’re applying for a job and they tell you to call them back at a phone number, its not an option. The people doing the hiring want to talk with you. That’s a sign of interest. They don’t have time to waste trading emails or texts. The applicant is the one who has to qualify for the employer. One of the things companies have to deal with is ghosted applicants or specious applications generated by AI. (Don’t even ask me why people do these…) So early on companies want to know if they are dealing with a real person.
3.)Be honest about what you want and any constraints you have: Good interviewers can recognize possible deceptions early on even on the telephone. You want a position and the employer wants to fill it. But you both want a good fit. That won’t happen if you’re evasive or try to sound cagey in the initial conversations. If the job isn’t a good match and you’ve “stretched” your resume, you’ll have to deal with the embarrassment of being exposed in a face to face interview. If that happens don’t expect the interviewer to have much mercy on you…You’ve wasted either the company or the company he represents a substantial amount of money. If they ask you about that DUI 10 years ago, have an answer and most importantly, don’t lie. First a good interviewer will pick up on it. Second, when you are found out…you’ll be out.
4.) You cannot, not tell your story: A skilled interviewer is going to audit you, not just listening with his ears. The way you present yourself, speak, address people, answer and formulate questions and solutions will all be heard. Every question, of a good interviewer has a purpose. Don’t assume any are unimportant or “throw away” questions no matter how dismissive the interviewer may act. You are who you are. Don’t be ashamed of that, but that doesn’t mean you shouldn’t be doing things to improve the story of your life. Even what we call a “clam”— a person with very short laconic replies, is sending me a message.
5.) Most interviewers are not very good: It’s strange, given the costs of hiring, training, and retaining employees, that very few people in management really know much about hiring or firing people. Instead they stick to script questions that check all the boxes down at legal, but don’t help build a profile of an applicant or employee. If you know this, then it creates an opportunity for you to outshine other applicants by helping the interviewer out. Many interviewers have “weekend seminar” training at best. Some of what they do was dated 30 years ago. If they are bizarre questions that don’t seem to have anything to do with the job, be nice and answer them. However the quality of the interview may tell you something about the quality of the organization. I had occasion to be interviewed for a position. (Now keep in mind that had been trained in interview and interrogation.) I underwent probably the worst “good cop/bad cop” interview I’d ever seen. Since I decided that I wouldn’t want to work for such a clownish organization I waited until Bad Cop, made a mistake. “Excuse me, but that’s a Good Cop question, your partner should have asked that.” Bad Cop first denied the clumsy role play, then rolled right into how he didn’t “like my attitude.” (I know…I have a lousy attitude…I stay up long winter nights grieving over it. But its the only one I’ve got.) Meanwhile, Good Cop has realized they’ve been busted and is trying not too convincingly to cover his laughter. I don’t recommend you do that, unless you have the same level of training I have, and also don’t want the job. The point is that you can leverage your interviewer’s weaknesses in interviewing to your advantage and make him look good to their boss at the same time, if you know what to look for.