The Interview – Don’t Become a 10 Second Victim

As a hiring manager…

The purpose of this article is not to list the top 10 or 15 tips for ‘hitting’ an interview. Its objective is to highlight the criteria that can influence the outcome of a job interview from the perspective of a corporate manager. As the former director of professional services for the world’s third-largest information technology corporation, he was responsible for IT staffing, as well as strategic resource planning, and pre- and post-sales technical support for the customer. Approximately 50% of the resumes received were from candidates who referred me directly through networking channels (banking networks, customers, business partners, strategic alliances, and internal referrals).

I met directly with selected ‘short list’ candidates or passed their resume on to other internal departments for consideration in alternative roles. Met with ‘interest’ candidates for contingency purposes in case potential openings arose. Whether filling out an open application or interviewing ‘interest’ candidates, there were several consistent factors that framed ‘critical mass’ in my overall candidate assessment. The purpose of this article is to share the logic I used when interviewing candidates. I have endeavored to prioritize influencing factors from worst case to best case.

WORST CASE SCENARIOS

Bad initial impression (the potential victim of 10 seconds)

From the moment I met the candidate and shook hands, I always presented a positive, upbeat attitude and a big smile to put the candidate at ease right away. An interviewer can easily be influenced and ‘biased’ based on the individual’s clothing, grooming, exposed body art and a myriad of other factors. Unless his appearance would be classified as a bit extreme or ‘radical’, he would extend the same level of courtesy and professionalism that he would extend to all potential candidates, allowing each of them every opportunity to introduce themselves and promote themselves.

As a matter of policy, most companies are quite ‘image conscious’ and want explicitly to project a professional and caring image to their clients and the public. If the candidate hasn’t completely hit the mark with her appearance, the interviewer should be honest and communicate this information to the candidate (as I would). The interview would subsequently be quite short! The general initial impression conveyed to the interviewer within the first 5 to 10 seconds will invariably dictate the direction and duration of the interview. In fairly rare cases, it’s too late for the candidate to reschedule and head to the nearest mall.

Disastrous errors (the 60-second potential victim)

As with every individual, every interviewer has their own unique idiosyncrasies, norms, and guidelines that apply to the interview. Any candidate can be the victim of a ‘disastrous mistake’ considered essential and mandatory by the interviewer. Some of these gross oversights at trial (in no particular order) include:

• Arriving late – As a courtesy, a call from the candidate within a reasonable period of time letting me know that he or she will be late is acceptable. Without prior notification, and only if exceptional circumstances prevailed, candidates who arrived 15 minutes after their scheduled interview were dismissed. Arriving on time for the interview is an excellent “litmus test” for being trustworthy at work.
• lack of eye contact – Not maintaining ‘eye contact’ with the interviewer and not smiling is frankly disconcerting. Every member of an organization must be in ‘Sales Mode’ regardless of their ability. You can’t sell if you can’t look someone in the eye! The lack of eye contact prevents the development of a report and can have a negative influence on the duration of the interview.
• Going into a ‘cold’ interview – Not taking the time to do your ‘due diligence’ of researching the organization is inexcusable. The candidate may associate the company only with a specific product or service. This attitude does not impart a high level of trust with the interviewer. Invariably, What do you know about us? , is a basic question to be expected. Being vague and vague in your answer is not a positive indicator.
• an unsuitable match – Your skills and experience must be consistent with the content of your resume. A picky hiring manager or interviewer will easily spot if your qualifications are consistent with your resume in 2 minutes. Incorporating multiple keywords from a job description to target your resume is commonplace. Misleading the interviewer with false or misleading resume content does not bode well for the candidate.
• Negative comments about a previous employer – Usually raises a big ‘Red Flag’. The hiring manager is looking for a candidate who is positive, self-assured, and enthusiastic. These traits are not consistent with a candidate being critical of their previous employer. Negative comments are viral in nature and not consistent with a team player.
• Asking prematurely about salary – Salary should only be discussed (during the early stages of the interview cycle), if initiated by the interviewer. Salary and benefits will be discussed when the company is definitely interested in you.

Poor communication skills (the 5 minute potential victim)

Effective communication skills, written and oral, are mandatory in any industry or market sector. An effective communicator must be able to convey your marketability and inform employers how your qualifications match the job description and responsibilities. The interviewer seeks clarity and a sense of purpose during the interview. If the candidate is not eloquent, persuasive, concise and direct, it is unlikely that your potential clients and co-workers will be influenced and persuaded.

Hypothetically, whether it’s participating in trade shows, internal meetings, or simply sending an email, competent communication skills are a must to market your ideas, establish credibility, and earn respect. The inability to communicate effectively is another influential factor that the candidate can fall victim to after a few direct poignant questions from the interviewer. Typically, the astute interviewer will always give the candidate several minutes to adjust and allow anticipated nervous anxiety to dissipate before continuing with the relevant conversation. Similar to the ‘Initial Impression’ scenario, poor communication skills will have a direct negative influence on the duration of the interview.

being overzealous

Being enthusiastic is a desirable quality. Being “overzealous” or “overly aggressive” can convey a “mix” of emotions to the interviewer, such as being desperate, anxious, hyperactive, and perhaps worried. Although you are actively in the process of promoting yourself, clichés like ‘I will contribute 110% and make you a more profitable company’Those are pretty bold and ambitious statements for most candidates, unless you’re armed with a track record to prove it! I had the privilege and honor of meeting Coach Lou Holtz, former noted football head coach for Notre Dame, the New York Jets and other NCAA teams, during a corporate sales rally. One of the many notable quotes from him is: “If what you did yesterday seems great to you, today you have not done anything”. Be careful not to be too enthusiastic. A committed ‘team player’ is making a constant contribution to ensure corporate goals and objectives are achieved!

PREFERRED SCENARIOS

A positive attitude’

Employers want to hire someone who is positive, enthusiastic, and capable of meeting and meeting challenges. A positive attitude is one of those very attractive traits that is quite contagious and quickly picked up on by the most demanding interviewer. Candidates with a positive attitude tend to be more attractive and exhibit a higher level of self-confidence, poise, and composure. They tend to inspire others with their passionate behavior and teamwork. In my experience, candidates with a positive attitude:

• He readily accepts challenges and shows a higher level of adaptability.
• You exude a high level of self-confidence and versatility.
• They are resourceful and tend to make an early contribution by applying their relevant skills and experience.
• Positively influence other team members with your enthusiasm and commitment.
• They are more aggressive and focus on marketing themselves and their ideas.

Chemistry

Establishing a relationship with the interviewer plays an important role during the interview process. People want to hire those candidates with whom they feel most comfortable. The chemistry between the candidate and the interviewer is a consolidation of multiple characteristics including: personality, appearance, composition, a positive attitude and self-confidence. Such qualities instinctively impart a very positive impression on the interviewer, which can collectively be categorized as the “likability factor.”

Chemistry is a powerful stimulus that will often influence the direction and line of conversation during the interview process. A bond or mutual trust is generated that often displaces the interviewer’s typical questions. There is no magic formula to instigate this bond. Invariably, armed with the required credentials, chemistry will typically have a positive influence during the selection process.

Ask thoughtful questions

An interview is not meant to be a ‘one way street’. It is appropriate to ask the interviewer questions sparingly. The key word is ‘moderation’: don’t reverse roles and make the interviewer the interviewee! As a manager, I valued thoughtful, perceptive, and incisive questions. Such questions would reinforce my impression of the candidate and the anticipation of him. Some of these questions included:

• Consistent record of corporate growth and profitability?
• Is this a new position? (If it is the result of a layoff, ask why someone was fired.)
• What is the process and frequency of performance reviews?
• What sets you apart from your competitors?
• What is your vision for the corporation in the next 3-5 years?
• What is your time frame for selecting a candidate to fill the position?

In summary

Always be professional, courteous and prepared. You are promoting yourself, don’t try to be someone you are not. Remember, in addition to your experience and skills, your personality is another vital factor that sets you apart from other candidates and influences your progress in an interview. Use it to your full benefit!