In this article we would go over a very great technique for aceing interviews. First, we need to answer the question; who gets the job?
Who gets the jobs?
The truth of the matter is that the person who gets the job is the one who knows best how to get the job, note necessarily the best candidate for the role.
To get the job, you need to write a killer CV, which will get you put forward as a candidate. t`hen you will need to prepare for the interview and ensure you maximise your impact at the interview to get offered the role.
Let’s build the motivation for good interview technique by asking ourselves the question “What is the client for?”
What is the client looking for?
Let’s start by looking at the interview provess from the interview process from the interview’s point of view and use that to guide our approach for being interviewed.
Specific skills
- Does this person have the required skills and experience for the role, or is the CV fake?
Likeability
- Do I like this person? Will they fit into the organisation’s culture
- Will they avoid giving me headache and making me look bad?
Extra skills and knowledge
- Do they have other skills that could come in handy?
- Do they follow the industry trends and try to keep up with the latest advancements?
Communication skills
- Can they communicate well with other people?
- Do they ask questions when in doubt?
A Powerful interview technique
Based on the information above, we can now defined the effective interview technique as following these rules:
- Demonstrate an appreciation of their problems and needs.
- Demonstrate you have previous experience that is directly relevant.
- Demonstrate you have extra skills that they might find useful.
- Demonstrate that you are keen and motivated.
- Leave out anything that is not directly relevant.
- Demonstrate that you can fulfil their requirements – cover all bases.
Interview Preparation
We will now cover the pre-interview section when you get picked up from the reception before proceeding to the interview phase.
The likely pre-interview
When you get collected from the reception, it’s a good idea to make casual conversation with the person taht collects you, because if that person happens to be your interviewer, then your interview has in fact already started. By making casual conversation, you come off a a more likeable person who has interest in the company.
Even if the person is not going to be in the interview room, he or she may be asked about what they think about you. So it’s always a good idea to make casual conversation.
An ideal way to structure the interview
An ideal interview comprises 4 parts:
- Talk about the company
- Talk about and understand needs
- Sell your solutoin
- Close
You can thnk of this as a sales approach. Let’s delve into each section in more details:
Talk about the company
- They ask you about the company and you would say what you know, according to your preparation. This would show you have interest in the company
- They would be impressed you know some things, but would tell you some more.
- You listen, nod your head, smile, and maybe ask some questions – this shows you can listen, have interested in the company, and would paint you as a likeable person.
Talk about and understand needs
- Driving point: The point here is that you take control of the conversation and ask about the business problem they are trying to solve and how they see you helping to solve it.
- They will explain the business needs to you, talk about the project and what they’re hoping to achieve by bringing you onboard. Don’t interrupt while they explain things. You can just nod, and ask a few questions if need be to explain some jargon, etc.
- Tell then it sounds interestng. Then summarise what they’ve justsaid to show you understand the problem. You could maybe ask a few further questions like expected timescales, etc. These show good personal skills.
Sell your solution
- Driving point: This is the most important part of the tinerview. There you mention what specific skills you have that will help solve their problem, where you’ve used them and the results that were achieved. Summarize how you would tacle their problem. it could be something as simple as saying ‘I would do it the same way’
- If possible, go on to explain how they could improe their planned appraoch and use further expertise you have. Mention that of couse timescales would need to be considered. THis shows Commercial awareness and Bonus Skills.
- After convincing them you’re the right person for the role, go on and bring out your list of questions and ask them other questions that are mor egeneral to show that you have other areas of experties. E.g. In IT, you could ask about their project life cycle, testing approaches, methodologies, etc.
Closing the interview
- Driving point: Here you tell them you don’t have any further questions and state that you’re interested in the role.
- Ask them ‘Are you satisfied that I fulfil your requirements?’ This gives them an opportunity to ask any questions about any areas they may be unsure of. Leave nothing to chance.
- Finally, ask when they’re going to be making a decision.
That’s the ideal interview structure. Now let’s look at things that could go wronge and how to overcome them.
How to avoid being blow off course
Below are some of the main pitfalls to avoid.
Poor driving
This happens when the interview doesn’t follow the format above because you didn’t ask the right questions at the right time or steer waway from some of their questions that re not on the ideal route.
Notice there are 3 key driving questions that lead you into each section o the interview.
Picking from the sweetie jar
This is the trap of allowing the interviewer lead the conversation when they say things like ‘Please talk us through your previous roles’ before you’ve even established their need.
You end up talking about what you’ve done without knowning whether it’s relevant to them or not. You literally invite them to have a look in thejra and take out anything they may find useful.
If you get asked that question you can respond with ‘I’m very happy to do that, but first I would like to a bit more about your requirements, so I can explain what I’ve done in the past that is relevant and interesting to you.’ You can then get back to the second stage of establishing the need.
An equal trying to prove they’re better than you
Sometimes you may encounter a situatoin where someone else in the interview is supposed to have similar skills as you and may try to test you. They may even consider you a threat to their superiority.
Such a person may try to mislead you by drawing you into wild journeys asking you for much details just to prove they’re superior to you. Don’t fall for it. Have a little detailed discussion but don’t go on for ages. Rather, flatter them by telling them how you would enjoy workign with someone like then. Then get back on track by selling yourself to the main person who makes the hiring decision.
Timing
Make sure you pay attention to the time alloted to the interview so that you’re able to do your whole pitch within the interview time frame. Keep an eye on your watch and allow for a maximum of one hour. Ask how long the interview will last when you arrive
Failing to consider the client’s capability
It’s important to carefully consider the capability gap between you and the client. If you’re clearly more capable then the client, then be careful in how you emphasize that gap so that you don’t risk making the client feel that you may make him/her look stupid. It won’t pay to lose the job because you’re too good.
If the client is more capable than you, then smile and say how impressed you are. But don’t say things like ‘That wonderful! I wonder like to learn ABC.’ They’re more interested in how the contract would benefit them, not how it would benefit you.
And finally…
Remember. You’re the product. Sell yourself.