Do you remember the last time you went on an interview? Did you feel like they were interested in getting to know you or did it feel like you were back in high school and they were administering a test? Were you engaged in a conversation that allowed them to understand your goals and process, or was it more like a robotic Q&A?
An expert interviewer asks, “So I see you were in Marketing in your last role after being in Product Management for a number of years. That’s an interesting jump, what motivated that change?” To a skilled hiring manager or peer, asking this type of question gives them details about the applicant’s thought process and insight into the person. A robot interviewer will use sentences that start with “describe for me how you would …” which MAY get them the detail they need but it’s typically only going to reveal insight specific to the question. It’s like asking someone their favorite color or their lucky number, you get a simple answer. But if you say, “tell me about your favorite color or your favorite number” you are apt to get more meaningful information about the color or number and why they chose it.
Most people get nervous taking a test, I know I do, and the interview process can be nerve wracking enough without the pressure of a test. Using the conversation method puts people at ease so that the interviewer is able to get a better sense of the person overall. It’s not just skill set that determines a candidate’s suitability for a role. The interviewer also needs to be sure the applicant is a good fit for the culture of the team and the company.
Personally, I interview better when I can have a conversation with the interviewer versus the robot tester. I often, for better or worse, turn my interview into a talk show where I become the host. I ask the bulk of the questions, and then work my own experiences in to match their responses. Since I’ve been around, as in held a lot of different positions, it’s fairly easy to identify with almost everyone and this is a great way to start a working relationship.
I generally start by asking about their role, and how they interact with the role I’m interviewing for, because I’m interested in understanding their expectations as well as getting to know them. After all, they’re participating in the interview process for a reason. This is also helpful in getting more details to use during interview with the hiring manager, who’s normally the last person in the interview chain.
I’ve found these questions for potential peers extremely helpful.
- What is the most important skill for the person in this role?
- What are the typical challenges for the person in this role?
- What is the biggest challenge you’ve faced in your role?
- Is there a well-defined escalation path for issues?
- What is a typical day like for a person in this role?
- How would you describe the company’s culture?
- What do you most enjoy about your work with this team/company?
- What’s your biggest frustration about working here?
Of course, it can’t hurt to ensure you’re fully prepared in case you do end up with a robot anything. This questionnaire from the University of Minnesota is a perfect example of the type of questions you will get from a robot interviewer. This is specific to a services type role but you get the idea.
The best way to prepare for an interview is:
- Use the job description. Make sure the one you have is the best version, and then jot down some notes about how your experience fits each requirement.
- Think about questions you would ask if you were interviewing candidates. If you need perspective or additional information, those can be additional questions to ask. For instance, if its the hiring manager, and the haven’t told you already, ask about their vision for their organization.
- Visit the company’s website and use search tools like Google to gain expertise on the company, their products and services, as well as their competitors. Additionally, you can use services like Glassdoor to find out what people are saying about the company.
Ok. Now you’ve done your research. You’re fully prepped, and completely ready to go to the interview for the job of your dreams! Now, go get ’em! Good luck.
Side Note: aka Cheri’s Rant
IMHO, reading from a questionnaire during an interview is ridiculously impersonal, dehumanizing, and a total turn off for me. A questionnaire means they’re only interested in putting a butt in a chair and you shouldn’t expect to be anything more than a number on a spreadsheet. If a company uses that tact when interviewing, they are not an employee-centric organization and I’m not interested in being a part of a churn and burn team. It’s the lazy man’s way of getting around reading the candidate’s resume. Don’t get me started about the number of times I’ve heard “I haven’t had a chance to read your resume.” That’s a post for another day.