Welcome, everyone, to another episode of job tip in work2dot0 episode two. And in this conversation we will talk about some of the best practices on interview. And I think I have some of the things that I have captured from my experience interviewing candidates, some of my best hires, and some of things that really stood out when I interacted on even from our interview with some of the recruiters and hiring managers who have hired some of the …
And the technique is not very difficult; it’s almost similar to whether you are a fresher getting into the interview or whether you are going for a leadership role?
So a simplest mindset technique that I think have … or at least I have seen working within many of my successful interviews that I have conducted, that it’s not like I am interviewing the candidate, it’s almost like the candidate is interviewing me?
So one of the typical example is when you go to an interview, the mindset is the interviewer would ask you some questions that you have to answer? So basically he’ll be on an attack mode and you will be on a defending mode trying to prove that you are good or you are bad or whatever, whatnot?
But on the other side understand that interviewers are humans as well? So if it’s a hiring manager they are suffering in their team, that suffering they want to fix with you in it, possibly? Or if you’re in HR you know the hiring manager is suffering? His team is lacking some capability that you would bring to the table?
So when you go in that a conversation with that mindset, what stands out in the conversation? It’s your ability empathize on their problem, your ability to understand their problem, to listen to their problem, and try legitimately your best answer or best representation that will help alleviate that pain, that will help solve that pain?
So one typical example is, if suppose you go in an interview setting? And you try to understand their challenges; try to understand their pain? And from there on try to see how best you could help address that pain?
Besides helping him or her address, that you have the technical capability at know-how to solve a particular problem, then you’re unstoppable? Then now you have what it takes, you understood the very aspect of why there’s a job to begin with, why is he looking to interview people or she is looking to interview people.
So again, very simple technique, is try to get in that room and understand their problem, understand each and everyone who you are being interviewed with, their challenges, their struggles and see how you as an individual or as representation of that role would solve that problem?
And then obviously sometimes it takes some practice to get better at it, so the best one would be to practice with a friend? But the idea is … and it’s consistence, so whenever you’re talking to say your cousins, your friends – you do the same thing? You empathize, “Hey, what happened?” And that’s why the trust is born? Because once you are good at hearing and listening, then you can respond better.
And the worst catastrophe that I have seen is even before understanding my problem you try to provide me with the solutions? So obviously, even that depends, if it’s a starter role, sometimes I can neglect that point because understanding that, okay, I’m looking for someone who’s very coachable to begin with. But if it’s a leadership role, the more years you have in your background the more I am looking at you from having this ability to understand the role, understand the hiring manager’s pain points that you’re trying to solve. And once you can solve that, once you can deliver on that – the rest is pretty easy.
So what you need to do? Next time you go in an interview setting, you talk to an individual, you talk to them, you talk to them about their challenges. “Tell us about the last guy who came to this role, what were some of the challenges that he left for someone to fix? What are some of the things you liked about the last guy if it’s a role that you are trying to fulfill,” right? If it’s a role that is newly created – what would be your current challenges that you see this role is fixing?
And that should give you a substantial background, so whenever you are responding to any particular question, any technical question, any interactive question – to understand that on the back of the mind that this is what you want to solve by answering this particular question that the interviewer is asking. So you have some more information about that role, right?
And in most of, I think I remember one of the conversation which was really remarkable, that really stood out, was this gentleman – he asked me that, “Hey, you look really tired, you must be having this talent issue,” right? And then I was sipping a coffee and I said, “Hey …” So looking anxious?
So he got this idea of empathizing with my situation, and that was very early in my career. And that was an instant selection, like even before I started interviewing this guy the very aspect that he empathize on my problem, he understood what’s going on from my expression, from my tiredness, and from my response that he could actually say and say, “Okay, this is what’s going on, and I’m here to help. How can I help?” That really is very, very helpful.
And I cannot say how many times I feel that folks just barge in and started talking and they are not sure what they are pitching. So they just vent out their entire pitch on us without even knowing what we are looking for?
Because remember a particular job application is nothing but a problem looking for a solution, not the other way? So it’s not that a solution comes to say, “I’m looking for a problem.” Sometimes it fits, but there are more time it’s a miss? So it’s very, very critical for all of us to understand.
And this is one beautiful tip, to summarize – when you talk to someone try to understand what is keeping them up at night, try to understand what are some of the challenges, empathize on their problem. And see how you could fix it? And once you have that piece of information … And obviously, mind you that each interview is different, each interviewer is different, so it doesn’t necessarily map to every interviewer you find in the world, but in at least the one that we have interacted with – the interviewees and the interviewers, like the hiring manager we talked to who has helped, who we helped find talent through Tao – Same story.
So I wish you nothing but success and luck in your job search. I hope this interview tip is useful. If you have something to add, add to the comments below, or write to us an email. Everything is on the description on the video. Thank you and looking forward to hearing from you. And till our next episode, good bye and good luck.