Interviews: Types and Structure – Part 2 of 2
Approval: A series of sequential interviews, sometimes formal and sometimes informal (such as over lunch), conducted by team members, peers, or colleagues in departments with whom you would interact. Getting to this stage assumes that the hiring manager liked you and passed you along for the team’s approval. If everyone on the team gives you the thumbs up, you’ll have a good chance of getting a job offer.
Group: A more formal and structured interview, conducted by a panel of three to five peers and the hiring manager (at the same time) to narrow the field of applicants. Sometimes, this involves behavioral interview methods, hands-on tasks, or an assignment to work on a real-time problem that the group is facing. A conference call or video-phone format may be used in long-distance situations.
Offer: Hiring manager or human resources representative formally offers the job to the top choice. Their focus is now to provide you, their top candidate, with information you need to make a decision and enter into a win-win negotiation process. This will result in the best possible deal for both you and the company that wants to hire you.
Interviewing can be best described as two-way storytelling. You need to provide the interviewer with accurate, relevant stories about your career achievements and job performance. The interviewer needs to tell you the story of the company, describe the position in question, and explain specifically how they want you to fit into their picture. This will allow both parties to assess their level of interest in the other.
Think about the basic structure of a good story. It always includes these elements:
A beginning – in the case of an interview, this can be small talk, setting the tone, establishing rapport, and providing a personal connection between you and the interviewer. The key here is to be your best self – don’t force anything.
A body or middle – this is the substance of the one-on-one information exchange. All your preparation, accomplishment stories, personal strengths, abilities, and value statements can be used here to make a compelling case for yourself.
A strong ending or finish – the close makes sure the interviewer has a firm grasp on where you fit into the company’s landscape, exactly how you can add value to the position in question, and how you’re superior to the other candidates. This part of the story ensures that the interviewer is left with a good impression of you, your track record, and your ability to help the company meet its objectives.
In some cases, you’ll actually be taken through all of these interview steps before a hiring decision will be made – so be ready, and be patient. Throughout the process, be sure to tell compelling accomplishment stories, leveraging the three basic elements described above. These steps will ensure that you’ll stand-out as the “candidate of choice!”
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About Ford Myers
Ford R. Myers is an award-winning career coach and President of Career Potential, LLC. He is author of the best-seller, Get The Job You Want, Even When No One’s Hiring. Ford’s firm helps clients take charge of their careers, create the work they love, and earn what they deserve! He has held senior consulting positions at three of the nation’s largest career service firms. Ford’s articles have appeared in thousands of publications and web sites, and he has been interviewed on every major television and radio network. Ford has also conducted presentations at hundreds of companies, associations and universities. Learn more at https://careerpotential.com.
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