The third question the interviewer is asking himself ( & you indirectly) is have you got what is takes to do the role. For this you will need to research the role and industry show that you get it. Then match those demands of the job with your specific experience. Then if are other requirements such as negotiating / attention to detail / confidence / man management then you will need to prepares answers for these. Finally if these are elements of you CV or story that are not linear or open to interpretation such as job hopping / time away to look after family / you are overqualified then you need to carefully develope responses. In summary, you should put yourself in the shoes of the interviewer & think about the attributes they need to see demonstrated in order to progress with you – & dont ignore the uncomfortable questions!
What is the interviewer thinking, part 3
Will you cut it round here?
Good afternoon – Justin O’Keefe from TalentForce Recruitment, continuing our mission to help parents get back into the workforce, find roles that work for you, work for you and your family and to help support Irish businesses who really need talented people getting back into roles.
So, this is our third video on what is an interviewer thinking? And so we said in the first video it was a question of fit, will you fit in around here? Second question was do you match your CV and the third question, we believe interviewers are asking is do you cut the mustard? Have you got what it takes to do the job that needs to be done?
So, what you’re expected to demonstrate and what you need to be able to articulate in an interview is that you really understand the nature of the role, the challenges, you’re expected to face the nature of the industry, the dynamics, the technology and all the time what’s happening. Okay, so this essentially means doing research, it means reading up newspaper articles, maybe it’s watching a TED Talk, maybe a CEO has talked about their sector. Really researching it up and understand the daily working lives; what are the routines, what are the hours, what are the deadlines people work to, what are the situations, the challenges, technology, so that you can build up a very, very clear picture, realistic picture of what you’re likely to expect. And your challenge, what you need to communicate effectively to demonstrate that you have what it takes, that you can cut it, is to pair this knowledge of what people do, what their routines, what are the deadlines they work to and pair this with examples from your past experience, to demonstrate, to close the circle, to essentially demonstrate that you have what it takes.
So, in addition to demonstrate that you have the experience, you need to consider what are the specific skills, what are the personality traits that are really important to this role. So, for example, if the role you’re looking at was an in-house HR role, do you have the negotiation, the personal skills to manage that? If it was an in-house, say legal advice, a lawyer, are you able to work to deadlines, are you able to produce high quality work in an environment with more of a client-facing role? It’s a different sort of role where it’s listening and talking to customers and their challenges. Is there a listening element to it?
So, in all cases, you need to back these up with real examples from you experience. So in addition to asking do you have the skills and the competencies, the other thing the interviewer is thinking is: are you gonna stick around? We all know that from an employer’s perspective, it takes 4-6 months until someone’s really up to speed and adding value. And an employer is asking themselves, is it credible this person will be around in a year or two? They don’t wish to spend training somebody if that isn’t going to work. Other sorts of questions they are asking is perhaps: are you over qualified? Are you underqualified? Have you had a lot of job hunting? Has it been a while since you worked? And while these are big questions for us all to answer, the person sitting across the table is thinking these things. So, you need to perhaps have worked out, to engineer, to have scripted answers to address these real concerns and explain why you’re the right person for the job and have what it takes.
Now, it’s worth bearing in mind that every single interview is different, and every single interviewer is different and interview can mean anything from a conversation over a phone to a conversation in a coffee shop, to a formal panel interview. But very much putting yourself in the shoes of the employer, thinking about what are the attributes, the cultural attributes, the skills that they would need to see to hire you, and if they have, if you believe that they’re going to have concerns, address those concerns. Address them perhaps early on, address them with a positive. Cause if you don’t address them, the person may come to a negative conclusion.
So, have you got what it takes? Can you demonstrate that you can cut it and do the job well? This requires a little bit of preparation, a little bit of self-analysis, but addressing this through the interview point, putting yourself in the shoes of the employer, of the interviewer, we believe is a really, really powerful set do doing a great interview. If you have any interview questions or questions around interviews, please let us know at firstname.lastname@example.org or give myself or Julie a call at 019081514, we look forward to speaking with you soon. Take care, bye-bye!