What Interviewers Wish They Could Tell Every Job Candidate
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.
1. I want you to be likeable.
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.
2. I don’t want you to immediately say you want the job.
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.
3. I want you to stand out….
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.
4. … but not for being negative.
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.
5. I want you to ask lots of questions about what really matters to you…
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.