Why You Should Hire a Result…Not a Position

For those of us involved in interviewing skills training, it always comes as a surprise—our program participants come in with the feeling that it is up to the interviewee to impress the interviewer. Rarely do they consider that, when you are looking to hire the best, it should also work in the opposite direction—the interviewer should be ready to impress the candidate.

The best interviewers prepare thoroughly and look for the best. They select the candidate who does not just fit the slot on the org chart but fills a real business need. They look behind the resume and listen carefully to the answers to their questions. If they are hiring for sales, they look for the critical few behavioral skills that support successful selling for their unique sales strategy, organizational culture, target customer and industry. If they are hiring for frontline customer service, they look for someone with the right attitude, communication skills and service competencies that match their specific service strategy.

Know the real business need. Understand the critical few behavior-based competencies it takes to fill that need. Then hire someone who demonstrates those skills and fits your culture. Hire the result, not a position.

3 Easy Tips to Close the “Interview Language Gap”

In an exhaustive review of job descriptions on the one hand and resumes on the other, interviewing skills training researchers have uncovered a huge disconnect between the language used by hiring managers compared to the language used by potential job candidates. And yet they are working to fill the same positions. Shouldn’t they be using similar verbiage?

It is up to recruiters to use terms that resonate with their target new hires and it is the responsibility of job seekers to match their resumes to the way the open position has been described. They are the ones, after all, asking for consideration.  They are also the ones who need to fit into the unique organizational culture to succeed.

Here are the tips to close the gap for hopeful hires:

1.     Be specific. Tailor each resume to each job opening. Look for the skills required and make those first on your resume list.

2.     Recognize that interviewers are more interested in what you have done with your education and experiences than where you attended school or worked previously. Unless your degrees are relevant to the current opening, put education facts on the second page.  Unless your previous company gives you an edge, focus on accomplishments, competencies and aspirations related to the job at hand.

3.     Reduce the hyperbole. Exaggerating your accomplishments or describing them in superlative terms fools no one. Focus on what you have done by using anecdotal examples that make sense for the job, title, company, culture and industry.

4 Quick Tips to Ace Your Phone Interview

Much advice is given on how to handle face-to-face interviews but, unless you nail the preliminary phone interview, you won’t even reach that second stage.

More and more companies use the phone approach to screen candidates before the more costly (in time and personnel) in-person interviews. Once you have done your homework—learned all you can about the company and your interviewer, listed the questions you will likely be asked and prepared your answers—take some tips from interviewing skills training advisers on how to impress over the phone.

1. No interruptions (barking dogs, etc.). Land lines are better but, if you use a cell, charge it up and get the interviewer’s number in case you are cut off.
2. No distractions. Clear your desk of all but your notes for the call and focus only on what the interviewer is saying.
3. No lengthy speeches. Phone interviews are usually short. Without visual clues as to the interest of your interviewer, it is better to encourage follow-up, clarifying questions that to bore.
4. No dropping the ball. Follow the interview with a note of thanks for the opportunity and a summary of the conversation. 

What Can You Really Learn in an Interview?

The purpose of a job interview is to learn as much as you can about the candidate’s cultural and job fit for the open position. This involves uncovering much more than their skill level. It involves assessing their attitude, predicting their behavior on the job and evaluating how likely they are to work well with their new boss, team and the organizational culture as a whole…a lot to learn in a short time.

Interviewing skills training authorities advise that you focus more on the candidate’s “soft” side as the experts feel that the job’s technical skills can be more easily taught and managed than the attitudes and behaviors that go against the cultural norms required to succeed.

Try asking truly open-ended questions that push the interviewee to come up with unrehearsed responses. How do you like to spend your free time? What is really important to you? Such questions will give you clues as to what motivates the candidate, whether they prefer to work alone or with others, how they view the world, etc. Treat the interview more like a conversation where you are sitting on the same side of the table.

The more relaxed the interviewee, the more they will open up about the things that matter most.

Top 3 Best Practices of Great Interviewers

Great interviewers are made, not born. It does not come naturally. Interviewing skills training can make the difference between hiring well or hiring poorly. If you are in the business of building a team, be sure you develop the following interviewing best practices and learn how to conduct a great interview.

1. Know what you are looking for.  Develop a job profile of what it will take to be successful in the job and in your unique organizational culture. Be specific about the critical skills and competencies that are needed and the key behaviors that will ensure a happy, engaged, dedicated and successful team member.
2. Ask and then ask some more.  Prepare behavior-based questions specifically designed to focus in on the skills and behaviors you seek. Then follow up with questions that will elicit proof of past performance. Avoid theoretical situations. Strive for real-life examples of the skills, competencies and behaviors the job requires and that your organizational culture demands.
3. Sell the job but be realistic.  Great candidates are likely to have multiple offers. Be sure you describe the job and the company with enthusiasm but truthfully. Set clear expectations so there are no misunderstandings.

4 Definite No-No’s for Job Interviews

When you really want the job, be sure to avoid these top 4 no-no’s compiled by interviewing skills training experts.

1. Never be untruthful in a job interview. Sure, you can omit unfavorable facts but never lie to your interviewer or on your resume. One way or another, you will be found out.
2. Never bad mouth or complain about your previous employer. Your interviewer will likely consider you a whiner and unable to work well with others. 
3. Never come unprepared. This means that you not only research the company but that you also are familiar with the job description. Come prepared with clear and persuasive examples of why you fit what they need
4. Never be unprofessional. Of course, you should dress in a respectful manner. You should treat everyone from the receptionist to your interviewer with courtesy. A rude remark on the way in could cost you the opportunity.

3 Smart Ways to NOT Lay an Egg in Your Interview

No matter at what level you may be seeking a job—entry-level to executive, interviews are anxiety producing. So much rests upon them. You want to put your best foot forward. But beware…you do not want to make the mistake of talking too much, especially about you.

1. Be Clear, Concise and Compelling.  Your answers to questions should be brief and to the point. The interviewer can always follow up with more questions if they want you to elaborate. 
2. Always Link to What Matters Most.  Open-ended questions like “tell me what most interests you” are not your signal to talk in general. They are an opportunity to tie what you like to do with the position you are interviewing for. Be specific about what you have to offer that would make you a great candidate for the job.
3. Practice, Practice, Practice.  Above all, according to interviewing skills training best practices, preview and role play. Think through what you may be asked and practice how to answer. Be ready with a description of what situation, in your past experience, would most demonstrate the qualities the job requires.