Career Growth Strategies for Interviews

During interviews, candidates often answer questions referring to “we did this” or “we did that.” I compliment them on being a team player, then remind the candidate an employer is most interested in what they alone took responsibility for.

The interview process, if done correctly by the employer, is a two-way conversation. The conversation during the interview process is to determine if the company and current opening at that company is a match. The match should be based on beliefs, skills, abilities, and, most importantly, willingness to do the job.

The Interview Process Is a Lot Like Dating 

You are determining if you would like to further your relationship with one another or not. Dating for personal and interviewing for business.

Whenever the interviewer spends too much time talking about the company or themselves, or the candidate interviewing spends too much time talking about themselves, communication becomes one-sided. A healthy interview, like a healthy date, is when both parties take interest in learning about one another. Interviewing one another is the interviewer representing the company and the interviewee focusing on their business acumen, ability, and desire.

Both the interviewer and the interviewee should be making it all about them. The interviewer should be mentally focused on candidates who are the best fit for the company. The interviewee should be focused on what you can do, are willing to do, and who you want to do it for.

Both Sides Need to Know Their Deal-breakers

Deal-breakers, from a company perspective, might be culture driven or image driven. A deal-breaker can be lack of eye contact or not being prepared for the interview. For some companies or open positions, deal-breakers could be education related or a lack of experience. At my company, a deal-breaker is anyone not self-disciplined or relationship driven, as our business is serving people.

Deal-breakers from the interviewee’s perspective may be personal related, like they cannot work past a certain time because they have to pick up children or make it to class. A deal-breaker could be benefit driven, such as healthcare, paid time off, or a company vehicle. Other deal-breakers might be having to travel or complete a task, such as estimating, that they may not want to do despite being trained to do so.

Identifying Deal-Breakers in the Interview Process

Once a deal-breaker has surfaced during an interview, be confident to nicely inform the candidate or employer that you appreciate the opportunity to meet, although, at this time, you are unable to move forward. If one side settles, it will eventually lead to a severed relationship and could hurt your career or the employer’s business. So, remember to make it all about you so you find the right long-term match!

To Making it All About You,

Suzanne Breistol