Interview Tips – How do you beat the competition?
You Have 10 Brown Eggs, But Which Makes the Best Ommelette?
The interview is basically a tool used by employers/HR managers to select the right candidate for the right position. Now, it seems pretty simple, but the mechanics behind the process lends more than the eye can see. Most employers will start the recruitment process by using objective minimum requirements - i.e. skill, education, experience, expected salary etc. - to shortlist the candidates down to a manageable number out of the confusion of applications.
So how do they pick from say, 10 equal candidates who match up to the minimum requirements mentioned above? Even if you hit a match of 5 out of 5 for job requirements, someone else may get the job instead of you.
And so your intrigue rises. This is where the interview steps in to siphon out those more suitable based on "touchy feely" emotional aspects of the candidate.
Let's Get Touchy Feely, Shall We?
The emotional aspects being selected in the interview are generally as follows: initial impression, management potential, motivation/enthusiasm, personal chemistry, and competence.
Initial Impression:
Making the right first impression on your interviewer is vital to setting the scene for the rest of the interview. Humans naturally make a judgement about another by the way they look, act, speak etc. So the first few minutes in the interview are crucial to get across your nonverbal factors such as: vocal quality, body posture, eye contact, and facial expressions. Project self-confidence, professionalism, and eager interest in the company through your actions and demeanor, and you will make an effective initial impression.
Management Potential:
Employers hire people with potential to advance in the company as they usually prefer to grow their own management team. They look for people who have the capacity to take on more responsibilities, lead their team members and manage projects. Typically, this evaluation is based on a gut feel and the onus falls on you to point out relevant experiences that indicate your potential to adapt to a changing environment and growing roles.
Motivation/Enthusiasm:
This translates into the positive drive to accomplish a task/goal. Employers want to hire people who are genuinely excited about working for them and developing their product. They are trained to spot phony enthusiasm a mile away, so don't go trying to fake it, I beg of you. Research the company and its product before you apply to make sure that you have an honest enthusiasm for what you will be doing with the company if they hire you, and project this during your interview.
Personal Chemistry:
Know how you feel when you "click" or don't "click" with someone you meet? The same theory applies during an interview.
It sounds logical that employers prefer to hire people they like over those they don't feel comfortable with. This is personal chemistry. The reason for this is simply…simple. It is easier to work with and accomplish tasks effectively in a team with people you genuinely like. Whilst this hypothesis seems a little "vague", it is human behaviour and that, my friends, is the world we work in. Do note though, that it is difficult to "make" personal chemistry happen. Eye of newt and a bag of bat wings are useless, I am afraid. But if you step out of the interview feeling like you connected with the interviewer, your chances definitely shine brighter.
Competence:
This element is colored a slight shade of gray. While it should be measurable, it is more subjective than objective. This has to do with characteristics like adaptability to change, lateral thinking and people management skills. Employers want people who can contribute in a variety of ways, not only directly to the task they are working on. It could mean brainstorming on innovative ideas, helping to manage a team for a project or dealing with problems on your feet. If you can highlight competencies gained through your own past experiences in your interview, you can add one more point to your interview score!
In ending, understand that fulfilling the minimum requirements stated in the job advertisement is not the "end all be all" that determines if you get the job. The "hidden" emotional factors that are determined in the interview play a very strong role in deciding who wins the prize at the end of the day. So even if you don't have strong qualifications, you may still be able to leverage the interview to your advantage by laying up your "emotional" strengths. You're in the last quarter and the game depends on your next shot. You've got the talent. You've got the skills. Now go out there and score that killer interview!
You Have 10 Brown Eggs, But Which Makes the Best Ommelette?
The interview is basically a tool used by employers/HR managers to select the right candidate for the right position. Now, it seems pretty simple, but the mechanics behind the process lends more than the eye can see. Most employers will start the recruitment process by using objective minimum requirements - i.e. skill, education, experience, expected salary etc. - to shortlist the candidates down to a manageable number out of the confusion of applications.
So how do they pick from say, 10 equal candidates who match up to the minimum requirements mentioned above? Even if you hit a match of 5 out of 5 for job requirements, someone else may get the job instead of you.
And so your intrigue rises. This is where the interview steps in to siphon out those more suitable based on "touchy feely" emotional aspects of the candidate.
Let's Get Touchy Feely, Shall We?
The emotional aspects being selected in the interview are generally as follows: initial impression, management potential, motivation/enthusiasm, personal chemistry, and competence.
Initial Impression:
Making the right first impression on your interviewer is vital to setting the scene for the rest of the interview. Humans naturally make a judgement about another by the way they look, act, speak etc. So the first few minutes in the interview are crucial to get across your nonverbal factors such as: vocal quality, body posture, eye contact, and facial expressions. Project self-confidence, professionalism, and eager interest in the company through your actions and demeanor, and you will make an effective initial impression.
Management Potential:
Employers hire people with potential to advance in the company as they usually prefer to grow their own management team. They look for people who have the capacity to take on more responsibilities, lead their team members and manage projects. Typically, this evaluation is based on a gut feel and the onus falls on you to point out relevant experiences that indicate your potential to adapt to a changing environment and growing roles.
Motivation/Enthusiasm:
This translates into the positive drive to accomplish a task/goal. Employers want to hire people who are genuinely excited about working for them and developing their product. They are trained to spot phony enthusiasm a mile away, so don't go trying to fake it, I beg of you. Research the company and its product before you apply to make sure that you have an honest enthusiasm for what you will be doing with the company if they hire you, and project this during your interview.
Personal Chemistry:
Know how you feel when you "click" or don't "click" with someone you meet? The same theory applies during an interview.
It sounds logical that employers prefer to hire people they like over those they don't feel comfortable with. This is personal chemistry. The reason for this is simply…simple. It is easier to work with and accomplish tasks effectively in a team with people you genuinely like. Whilst this hypothesis seems a little "vague", it is human behaviour and that, my friends, is the world we work in. Do note though, that it is difficult to "make" personal chemistry happen. Eye of newt and a bag of bat wings are useless, I am afraid. But if you step out of the interview feeling like you connected with the interviewer, your chances definitely shine brighter.
Competence:
This element is colored a slight shade of gray. While it should be measurable, it is more subjective than objective. This has to do with characteristics like adaptability to change, lateral thinking and people management skills. Employers want people who can contribute in a variety of ways, not only directly to the task they are working on. It could mean brainstorming on innovative ideas, helping to manage a team for a project or dealing with problems on your feet. If you can highlight competencies gained through your own past experiences in your interview, you can add one more point to your interview score!
In ending, understand that fulfilling the minimum requirements stated in the job advertisement is not the "end all be all" that determines if you get the job. The "hidden" emotional factors that are determined in the interview play a very strong role in deciding who wins the prize at the end of the day. So even if you don't have strong qualifications, you may still be able to leverage the interview to your advantage by laying up your "emotional" strengths. You're in the last quarter and the game depends on your next shot. You've got the talent. You've got the skills. Now go out there and score that killer interview!
Labels: job opportunities
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