Try the “How about this?” line and focus on the employer’s needs
For too long, people have forgotten that a job interview is a negotiation.
Rethinking job interviews requires one key understanding – both sides need to convince each other to move forward and seal that deal.
The best tactic to move the conversation in this positive direction is to add the “How about this?” line.
Leave silence after the interviewer asks a question.
It’s all too easy in an interview to answer a question too quickly without thinking about the answer. It shows finesse and self-control when you leave silence after the question.
Show that you’re thinking about the question.
Lame responses that come straight out of your mouth will not get you far.
Use real examples that show a positive tangible impact. All questions you’re being asked should be followed by concrete or quantifiable examples or evidence.
Talk about real projects or outcomes you’ve worked on without compromising any privacy and confidentiality. Showcase the tangible impact you have personally made by giving real evidence.
Interviewers do get a lot of sugar-coated BS, so you want to avoid that.
Show that you have authentic and real by talking about some failures, that you have found new revenue streams, that you have thought of new features, or that you have turned a business relationship around.
Examples help the interviewer see clearly how you think about a problem.
Learn how to utilise the STAR approach to improve your chances of securing that job.
STAR is an acronym for Situation, Task, Actions, and Results.
- Situation – Describe the situation you were in. This is about setting the context of your storytelling.
- Task – What were you trying to accomplish? For example, a job deadline, a performance goal, dealing with a difficult customer, resolving a dispute, organising group efforts, etc. It is your one sentence task that is being given to you.
- Actions – What specific actions (up to five) did you take to achieve your goal as encapsulated in the task? Be brief and succinct.
- Results (positive and negative) – What were the tangible or quantifiable results of your actions? Did you achieve your goals? What were the lessons learned? Any negative outcomes? What did you learn as a person?
Find out about organisational culture
Instead of looking at your phone, use the in-between time to get an idea of the culture of the company you are targeting.
When the reception staff lets me through the door, ask questions like “How’s your day?”, “What’s the office like?” or “What’s something cool you’re doing right now?”
Start conversations as people walk past you.
The biggest killer of your career dream is other people or poor organisational culture.
Don’t be afraid to ask about the organisational culture.
Do work colleagues socialise?
What hours do they work?
Do people work from home?
Can I see the office space?
People often leave their employment because of ‘bad’ workplace culture.
Identifying the culture and assessing whether that culture and management fit your personality and work style is vital, especially when you are offered the job.
After interview thank you note
An email to follow up on the interview should be succinct, courteous and personal.
It is good practice to write down the full names of everyone in the interview. If you are in doubt about the correct spelling, look them up on LinkedIn or just ask them.
Start the email by thanking them for their time within 24 hours, or latest, 48 hours. Any later and you may look lazy or disinterested.
Your email must be personalised and references specific detail about the role that you have gleaned from the interview.
Reiterate what you will do as part of your 90-day business plan to create value for the company.
If there is the potential for a second job interview, do not ask directly but state your availability to meet again.
Keep your tone formal and courteous.
Check your grammar and spelling.
Conduct a final sanity check before accepting the job offer
Here are some questions to ask yourself when considering whether to go for a job or not.
You are essentially determining whether the job is a good fit for you.
- Is this job right for me? Always ask yourself why you’re applying for that particular job in that particular organisation and industry.
- Do my personal values and beliefs align with the job, organisation, and industry? You don’t want to be working for a meat packing plant if you’re a vegan. You may have religious beliefs that may preclude you from doing your best in the job.
- Does my work personality fit the culture and management style of the company? You should determine if your personality will fit into the culture of the company you’re applying to. Culture fit is important from a job satisfaction perspective.
- What unique skills can I bring to the job that will be valued? Think about your unique qualities, skills, and talent that you can bring to the company and your job. Remember that your skills are portable to other jobs.
- Will the job take me closer to my personal and professional goals? When you are leaving a current job because of a lack of growth opportunities, etc, it’s essential to ensure that any new position you are targeting will fix that problem. Find out if the company offers ongoing training or mentorship that can help you get to where you want to go.
- What problems or issues do I want to avoid in my next job? If you are unhappy in your current or previous job, ensure that you won’t have these same problems and issues in your new job.
- What will I give up or compromise for this job? Determine what’s truly important to you that you may not be willing to compromise on. If a great opportunity came along but didn’t include something you like, would you still take the job?
Getting around specific situations
There may be specific situations that you are in that require you to be prepared for so that you increase your chances of securing the job.
Whether applying for a position you’re over-qualified or under-qualified for, always demonstrate that you are the best choice to give or create value for the company!
Do remember that ageism and aged discrimination are real in most workplaces. You have to navigate this professionally.