The Employers Guide on How to improve your Interview Technique

Job Interviews can be a tricky process

In my Blog posted on 5th September, I bemoaned the fact that most of the CV’s I receive are relatively poor. Well, having waded through a pile of CV’s, I am now in the process of interviewing for a new member of staff and it is becoming abundantly clear that very few of the candidates know how to present themselves at their best during the interview.

In the best interviews, job candidates should say a lot and interviewers very little. The interview is about the candidate, not the interviewer, so here are a few points that job candidates should take on board well before the interview starts.

• Try to be likeable:

This is not only obvious, but also critical. Employers prefer to work with people they like and ideally who like them. You need to smile, make eye contact, sit forward in your chair and be enthusiastic.

A candidate who makes a great first impression and sparks a real connection instantly rises to the top of the short-list. You may have good qualifications and experience, but if I don’t think I’ll enjoy working with you, I’m probably not going to hire you.

• Don’t go over the top:

Don’t say that you definitely will take the job, if offered, before you really know what the job entails. You might have to work on a Saturday, or travel a lot, so sit tight and ask pertinent questions. You can’t know you want the job until you know everything possible about it.

Also, a lot of interviewees are so keen to get the job, that they go over the top, either in self-praise or by saying how wonderful they think my business is. If I can smell a whiff of bovine excrement, I’m unlikely to be impressed.

• Make an impression:

A sad truth of interviewing is that when I come to review the interviews, I often can’t recall a candidate, unless I refer to my notes. So try and do or say something that will make a strong positive impression.

• Try and stand out:

The more people I interview for a job, the more likely I am to remember a candidate by something that made them stand out rather than by a long list of facts.

When I meet with my Office Manager to discuss potential candidates, I might refer to someone as, “the guy with the unusual hairstyle,” or “the woman who was born in Australia”. Basically, I remember you by “hooks”, which can be flattering or unflattering, so use that to your advantage. Your hook could be your clothing, or an outside interest, or an unusual fact about your upbringing or career. Instead of letting me choose, give me one or two key things to help me remember you.

• Don’t be negative: 

I won’t remember everything you say, but I will remember sound bites, especially the negative ones. There’s little likelihood of me warming to a candidate who complains, without prompting, about their current employer, their coworkers, or their customers.

So if for example you hate being micro-managed, instead say you’re eager to earn more responsibility. I want to hear the reasons why you want to work for me, not why you’re desperate to escape your old job. Also, keep in mind that our interview is a bit like a first date, so make sure I’m getting the best possible version of you.

• Ask questions about what really matters to you:

Not only do I need to know whether I should hire you, but just as importantly I need you to make sure that the position on offer is what you really want. With some interviewees, it’s clear that they just want a job, any job! So please ask plenty of questions that are relevant.

• Do your homework:

It’s amazing the number of people I interview, that have done little or no research into my business or the job they’re applying for. They ask questions, such as “What is your policy on holidays at Christmas”, or “Is there somewhere dry to store my bike”.

Same person, different impression

What you should be asking are questions that demonstrate that you’ve done some research, such as “What external courses should I consider that would be helpful to my long term career”, or “I’ve been reading your website Blog; is possible for a member of staff to get involved”. These types of questions are much more likely to impress me and help decide if you’re the right person for the job, rather than questions on trivia.

• Tell me why I should give you the job:

By the end of the interview you should have a clear idea of whether you want the job. If you do, say so and why you think you should be the one I choose. Personally, I will like the fact you asked. I need to know, not only that you really want the job, but also why you want it; so tell me why, clearly and succinctly and without waffle.

• Follow up the interview:

It’s unlikely that I, or any employer, will make an instant decision on who to hire so consider sending a brief follow-up note or email. The feedback is always appreciated and can help to tip the balance as to whether you will be offered the position.

If nothing else, saying you enjoyed meeting me and are happy to answer any further questions is a positive move. This is especially so, if your follow up is based on something we discussed. The more closely you listened during the interview, the easier it is to think of ways to follow up in a natural way and it just might help.

In writing this Blog, I am grateful for a number of ideas from LinkedIn influencer Jeff Haden

David Jones is the Senior Partner and Founder of Morgan Jones &amp; Company. Born in Liverpool and a graduate of Liverpool Collegiate Grammar School, David spent twenty years working for the Customs &amp; Excise in London then Shrewsbury before starting his own business. David’s depth of knowledge of the UK tax system and his ability to communicate this learning has seen Morgan Jones &amp; Company grow into Shropshire’s most respected Accountancy Practice. <a title=”Email David Jones Shrewsbury Accountant” href=”mailto:[email protected]”>Email David</a>