Interviewing used to be easy. Show up at employers office and interview, in person. Listen, answer their questions. Wait for follow-up.
Today employers are trying all shortcuts they can. Phone interviews, face time, AI interviews, Zoom, Face Book, other social media. Sometimes even a personal interview. Candidates used to talk to decision makers. Now it’s gate keepers. Most with no real knowledge of job you are considering.
All these options put job seeker at disadvantage. The way they interview tells you lot about the company.
Talking to gate keeper? Feel sorry for them. It means your answers need to succinct and include key facts and statistics. Don’t expect person acting as intermediary to remember exact answers you gave.
Tip: Have small tape recorder in your pocket. Record the interview. Listen to questions and your answers. Enables you to send follow up. “After reflecting on interview I could have given better answers to: site the question, then elaborate.
Email to decision maker, not gate-keeper. Decision maker needs to see that you reflect and can update/modify.
How to turn this into your advantage.
Here’s 5 Step Process our search firm uses.
Your interview starts way before you talk with them.
Research the company. Before you send a resume or cover letter. Higher up the ladder your career is, the more thorough your research.
Review:
Their website, social media presence, and LinkedIn profile. Know anyone in company?
Executives: review Annual report, financial publications, Forbes, WSJ, etc.
Company blog and Newsletters. Subscribe. How are they talking about the company? What are they saying? Just hype or pointing out issues/problems.
Chamber Commerce, CVB’s, Professional Organizations for their industry. (How often is company in the trades? Rotary and other local professional organizations.)
Visit offices in advance, if possible. (Out town interview? Arrive day before, early enough to visit.) See how employees are dressed and groomed. How they talk.
If you can, sit in lobby for hour or so. You will be surprised by the information you learn, listening to people. Better yet is having meal in cafeteria and listening to critical things employees say.
When company calls to set up interview
Ask questions. What kind interview will this be? Traditional phone, AI, Zoom, Facebook, Face time, etc. How many people will I talked with? Will I receive itinerary? With names, and titles? Few days before interview? Will interview be discussion or only questions from interviewers. Will I have chance to ask 3-4 questions at the end?
Interview goes well what would next step be and approximately when?
What is dress code for interview? Suit, business casual. Have them define business casual. (I’ve seen sports coats/nice dresses and suits, to blue jeans that are suitable for beach wear.) If you can, visit company.
Listen to answers. They will identify professionalism of company. Many candidates withdraw from consideration after initial interview.
In person interview at company offices.
Now interview is getting serious.
Dress and groom appropriately. Company doesn’t say? (Frequent. They want to see if your know.) Assume business attire. Suits for men and women. Tame down cosmetics and jewelry. If you have seen employees at level you are applying for, study them. When in doubt overdress.
Arrive 10 minutes early. Sit professionally. Wait calmly, if you fidget when nervously waiting, be aware and control it. Reviewing cell phone messages is appropriate. Avoid cell phone calls, text messaging, listening to music, playing games, etc. You’re here for them, not to catch up on your workload.
If no-one comes out in 15 minutes ask them how long it will be and if this interview should be rescheduled. Tell them you don’t want your interview cut short because of time constraints. Be calm and polite. You are talking with someone who has no ability to control process. All they can do it pass along messages.
How to answer questions
Give short 2-4 sentence answer. Ask them if they would like you to elaborate.
That way they control depth of your answers. It also tells you their communication style.
Note how they ask questions. How impatient are they? Do they encourage an exchange of information? Is it sharing conversation or one-sided? Does interview seem rushed? If so, ask them why and whether better to reschedule when interviewer has more time.
Don’t be afraid to politely call them out. Their attitude is scuttling your chances. How they react tells you a lot about company culture.
At end mention you have 3-4 questions. Ask if they still have time to answer them? (Their answer tells you even more about company culture. Whether people are important, or only on their own agenda.)
Exact questions to ask them
What are primary 3 expectations from this job in first 3 months? How will performance be measured?
What would they like to see differently from last person in position?
Why did they leave?
Were I to interview that person what would they tell me about job and their boss? Would they tell me expectations are realistic and attainable? If stretch, doable stretch within expected timetable?
When and how should I expect to hear from (name of company)
Then thank them for their time and the enjoyable interview. Job and company look intriguing. (Even if you decided you’re not interested, 5 minutes in.)
Last, when you get home email them a polite thank you note.
What to do if they ask you about salary expectations.
Let them know salary you are at. That lateral moves have no interest.
Or
I’ve been led to believe the position pays above my current salary. At this point, job opportunity is my interest.
Does this all sound common sense? It is. Over the years we find lack of preparation is number one reason candidates get turned down. Don’t let it happen to you.
If possible, do practice interviews with family, friends or work colleagues.
Do everything to make sure you get an offer.
Tom Ferree is the founder of Ferree & Associates and SecureEmploy, organizations focused on helping companies find exceptional talent and helping professionals advance their careers. Since founding Ferree & Associates in 1977, Tom has worked extensively with hospitality companies, executives, and rising leaders across the industry. Through SecureEmploy, he shares practical career strategies, leadership insights, and real-world advice to help professionals grow their careers and help organizations build stronger teams.
