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Interview is a confident booster for job seekers.   A stretch, without job leads, bears searchers down.  Days with interviews feel differently, not just that it offers hope for a position, also how well we perform in the conversations.

There are some interviews that I rather not have.  These are where the interviewers ask repeating question why you apply the job, and then challenge with a variety of expectations of the positions, on or not on the job description.  This is as if, the person thinks there is a gap in your resume, and he wants the candidate to quit applying.  These hiring managers impress me with management style of expecting the staff to do a lot, and a mistake could reinstate the doubts, and that the interview is a waste of time.  Doubts are contagious – when the interviewer doubts, the doubt is passed to the interviewee on what it would be like to work day-in-day-out with the hiring manager who is demanding, but not inspiring nor trusting.  These interviews end with a sign of relief, and a mixed feeling of how to write the thank-you note or how sincere the hope is for a follow-up or offer.

Many interviewers ask the behavior-type “what if” and “tell me a situation” questions.  Human Resources often provide their interviewers a list of similar questions.  In some way, it tests if the candidate comes prepared.  Could these questions predict how well the person would perform on the job?  Considering how few questions could be covered in a 45-minute interview, the answers represent such a tiny portion of the experience.   As a candidate could improve his showing with intense preparation ahead of time, these questions reflect somewhat the candidates’ intent and diligence, which could affect the future job performance.

I enjoy inspirational interviews, those with bold questions, difficult situations, creative problems that you have not heard of; without a choice, the mind needs to focus, and the brain has to spin harder. These questions dig in the thinking process, creativity and confidence.  The sessions are intense, memorable and provide a learning experience.  I have experienced more of these interviews from promising start up or best companies to work in. The interviewers show trusts in the ability of candidates and often offer hints to put the candidates at the best.

Excellent interviewers take the time to study a resume, and ask unique questions to learn about the candidate as a person, and how he fits the position.  These interviewers reflect their company the best, where they value the unique perspective of the staff and consider how to make the best use of.  For example, if they spot a unique combination of experience, the interviewers would show curiosity to learn more about them; or if they spot a big decision made in the past, they would ask about it.

The interview experience often confirms the quality of the company. The workforce makes a company mediocre, good or great.

Posted in Career Management, Dear Diary