Many seek them, some fear them and few solve them successfully, but almost no one who aspires to a new job gets rid of them. There is no doubt that job interviews have become an unavoidable part of the current selection processes, as they serve the human resources managers to dive beyond the candidates’ curriculum and, in many cases, discard those who they succumb to the pressure of facing the person who their salary could depend on face to face.
The nerves can directly disqualify the less accustomed, but even the most expert can fall before the psychological techniques that many employers use to baffle the interviewee. From asking twisted questions to hiding an aptitude test in the innocent offer of a hot drink, there are difficult factors to foresee, although there are others that should not be overlooked.
Pamela Lipp-Hendricks, an executive with more than 20 years of experience in financial services who currently manages the talent search at JP Morgan Chase, has sat down in front of many job seekers throughout her career. He has seen them of all kinds, more experienced and less, more qualified or with an almost empty file, but usually, those who have been left out of his team always repeat the same three errors.
Have a rehearsed response
Like many other executives, Lipp-Hendriks uses a brief questionnaire to decide who is part of his team. Nonetheless, it is a major mistake to come with ready answers from home. “Be honest,” he recommends, or at least “don’t answer too quickly and listen to the question first.” Only in this way is it possible to reflect spontaneity and for the company to feel that this person “fits” with his philosophy.
“You should always remember that more than an interview should be a conversation, since, after all, you are also trying to find out if it is the right place for you to work,” recalls in this regard the executive director of ‘The Finance People’. Hence, it is important to flee from superficial responses and open up as much as possible as a guarantee to exhibit the personal qualities that the position requires.
Do not investigate the company
But avoiding imposed discourses does not mean going blind. “Do your homework beforehand so that you at least understand a little about the company and know who you’re going to talk to,” recommends Lipp-Hendricks, who considers it a good method to “talk to your recruiters before going to the interview to understand for sure. the structure of the company “. Do not be afraid to contact them beforehand, as one of the most recurring questions is usually: “What did you do to prepare this interview?”.
“Once I had an executive assistant candidate who seemed perfect for the role,” recalls labor relations expert Suzy Welch in statements to ‘CNBC’. “She had a great experience, and she passed my test by far. Our conversation went perfectly until I asked the question. Surprised, she replied: ‘Mmm, I searched your office on Google Maps.’ That was it. That was his preparation. “
As a result, Welch says he discarded that candidate and, instead, hired someone who had read all his books and columns, investigated his professional background and drove to the office last night to study where to park. “I thought, ‘Wow, you started working in this position before you got it.’ I loved his ingenuity and courage, ”he presumes.
Don’t ask questions
Make questions relevant to the job and the sector to which belongs the company show that is interested in the post and has already thought about joining the company. Also, asking is necessary to know what conditions the company offers. “I find many times that people with less experience in interviews do not ask questions,” says Lipp-Hendricks. “Go to the Internet. There are many interesting articles about questions you can ask. And although I don’t think you have to use those questions, they could stimulate some ideas. “
Asking questions will not only make the interview more bi-directional, but it can also help you better understand why the candidate should or should not join the team. For example, if the applicant for position values traveling and meeting with clients outside the office, then accepting a position that requires him to be at his desk most of the day may not be a good option.