[CaptainCrunch]

Next up, I want to talk about interviews. To put this in a bit perspective, over the last 2 months I've been involved in a project that involved hiring 300 Case Workers and Contact Tracers for AHS, so I've shaken off some of the rust over my interviewing skills. I'm also going to try to give a perspective from both the view point of the Interviewer and Applicant. I'm also doing this as a general interview guide, I'm not going to split this into first and second interviews. I just want to get a general over view out there.

In terms of the interviewer, I have different goals for different interviews. In the first interview I'm looking for red flags and strong reasons to move you on to the next round. In the second interview I'm not as much looking for red flags as comparatives between the two finalists. In order to do that I'm really going to try to create a discussion that allows specific comparable points between the candidates.

Everything that I do in an interview is to measure you in terms of three categories. Skills Knowledge and Behavior

1) Skills - Do you have the specific skills that we're looking for to fill the role. How do you fit in comparison to the Job Description that I've been given.

2) Knowledge - What's your knowledge base in comparison to the knowledge requirements of the role. That includes, proven knowledge and educational levels.

3) Behavior - Will you fit into our corporate culture, or are you a potential disruption. Can you get along not only with whoever is managing you, but also the people that you might be managing or working with. This is not about how good natured you are, Or even specifically around your work ethic. A organization is usually very strategic based on the culture that they've established. It allows them to easily define the type of people that they want to walk through the door every morning and stay.

Now as an applicant. You are also interviewing and evaluating the company. You have an absolute right to dig for red flags of your own as long as your somewhat strategic around it.

So how do you prepare? We talked about this earlier, break down the job description, you can usually pull a lot of information around the holy trinity of Skills, Knowledge and Behavior. Usually a job description will talk about the company and what it offers, the specific duties of the role, and the knowledge, experience and educational requirements that you need to have to be a successful candidate. Usually when I'm preparing I tend to break down the job description by those descriptors. and then start guessing at the questions that they might ask so I can go back into my resume and frame my answers and stories.

Pre-planning means a lot of guessing, but if you can put yourself into a position to have an idea of the line of questions, you will be a lot more relaxed and thoughtful in your answers. Now what you want to do with your answers is create the examples or stories.

Here's a helpful hint. Recruiters and interviewers aren't all that innovative. Like you they prepare their questions, however the especially dangerous interviewers will innovate around how they present the question.

For example, you might get a question that's framed as

1) I see you have a lot of sales experience in the software field, tell me about that?

Then you go on a long winded story about your experience.

A good recruiter will frame the question around specifics of the job description and the skills, knowledge and behaviors.

2) This role requires you to have a strong level of sales experience with technology or software. Why don't you talk to me about your experience and where you were successful and where you struggled? Its a blatant question designed to knock you off guard.

So here's my pointer to every question.

Try to make the question specific. don't be afraid to frame your answer before you start diving in.

Well Mr Jones, I have a lot of experience in both areas, but I noticed in your company profile that you have a strong emphasis around this product. Its very similar to my work in XYZ where I . . . . I was very successful in terms of exceeding my target. I will admit that one aspect was a big of a struggle, but I overcame it doing this and I saw these results.

You've disarmed it by giving them what they want, but keeping control of the narrative and not letting him or her dig in to what you're not saying.

Ok, I know I'm going in different directions. But the other question that I love to ask are basically role playing questions.

A example of this is

In this role you're doing all of your work over the phone. This is different then in person meetings, so tell me how you'd gain trust, with a potential client over the phone and start building a selling relationship?

This is a pit fall question, that's why your prep is important and you need to plan for specific theoretical or role playing questions. Too many people know this is coming and don't prepare and go into a rambling answer that shows that they're not a good behavior and skills fit.

If you've prepared and guessed on the type of role plays that could happen you can answer the question like.

In these jobs a primary part of my day to day activity was connecting with prospects and clients over the phone, and I could usually convert xtz% to a client. I did that by and then describe what the steps are.

Again I want to emphasize that role play questions are deadly because I can compare you with every other candidate and their answers.

The other deadly question is based around the open ended question that leaves the narrative to you. Its a live hand grenade.

So examples of that. "I want to learn a little bit more about you. Tell me about yourself?". You have a lot of experience in our field which is exciting, what drew you into the field? What was your favorite role etc?"

They want to test your communication skills and critical thinking. Absolutely frame the discussion with a question.

Tell me about yourself? What do you want to know? What drew you into the field? That's a broad question, where would you like me to start?

This way instead of going into a rambling life story you can be succinct and hit points that relate to your understanding of the organization, the skills, knowledge and behavior, and be able to give linked answers to your high points.

The tell me about the time and how you dealt with it, are also deadly redflag questions. "Tell me about the time when you weren't happy with a co workers results" "Talk to me about a time when you weren't as successful in a previous job as you thought you would be".

Too many people are glib about answering these questions. Or use a fairly generic response. "I kicked his a$$ and made him fly right". "I didn't hit my sales quota and I decided to change my script, work harder". Before your interview try to map out these questions. They're not hard, create an answer that links back to real work examples.

The other tactic that I used was basically when a applicant talks about his superstar appeal, mega star performance is simple. "That's really awesome, which company was that at? Do you mind if we talk to your former supervisor about that?". This is what we call hammering a counterfeit candidate. I will often try to dig out at least two different check points on this. Why? Because the common answer is, we'll that manager doesn't work there anymore. Two managers that could back up the superstar answer that aren't working for two distinctive companies is a red flag. Telling me that they wouldn't be comfortable or their named person wouldn't be comfortable is a red flag. This is why when your answering questions, its really important to be honest, don't exaggerate and be a bit humble. The 60's and the day and age of the BS interview are over.

Ok. So now you've got a chance to show your knowledge, interest and vetting skills. Have questions around the company and the interviewer. I tend to ask a lot of questions.

"Is this role a new role or a replacement?" "What happened to the person that was doing this role?".

"What do you like about working here?" "If you could change one thing here what would it be?" (You'd be amazed at how honest interviewers are if you've established a good dialogue. "Talk to me about your sweet spot client?" "I've looked at some of your marketing, what do you do to help bring qualified prospects in". (By the way, if they say its all cold calling, I'm outtie). "Talk to me about your onboarding process?" etc etc. This shows prep and interest, and it also allows you to control the end narration which is crucial.

So what happens if they suddenly pop into the compensation discussion? Its a deadly and tough question. Lets be honest, they have a range in mind. Its in the hidden part of the job description that you don't see. Its a range with a preferable pay and a extreme high end only to be paid to a high caliber candidate.

Don't blurt anything out, don't be afraid to ask what they're thinking in terms of a range, and if you're asking that, shut the heck up immediately after, you've lobbed that grenade back into their court. If he or she pushes for a range. Use your research. "Well Bob, I did a little bit of due diligence, for the role your looking for, I've seen a range of this to this. I've also earned this in similar roles in terms of total compensation. Is this in the range that you're thinking of for this role? They will honestly answer that. Don't convoluted the discussion though by diving into total compensation discussions, its nebulous and can trip you up. This is the one big question that can be disarmed through research, and understanding the industry that you're diving into.

So you get to the end. The interviewer thanks you for your time. You hang up and walk out the door, and pump your fist. Nailed it. Nope, you've been successfully bounced.

Most importantly, at the end of the interview you should do a few things.

If you like the job, restate it and why and how it matches to your skills, knowledge and behavior. Then ask a probing question "Is there anything that we missed talking about that you really wish you'd asked?". "How do you feel about the fit between me and the role?" Don't be afraid to ask. I want to emphasize that interviewing is a sales task not a get to know you task. As an interviewer I want the applicant to try to find a way to close me, or make me feel better about passing you through or just passing on you.

Make absolutely sure that you ask for next steps and timelines. And ask for the right to touch base or communicate with the interviewer. Too many people that I've coached don't do this because they're scare to look pushy.



The below is actually a communication with a friend of mind that I had last week, and he found out yesterday that he was out of the running.


"How did your interview go?"
"Awesome I nailed it"
"Great what happens next?"
"He said he'd call me in a couple of weeks when they're done interviews"
"Oh ... and?"
"He told me that he enjoyed our conversation"


90% chance that you're not getting through.


Every interviewer has next steps, every one, especially for the person that really nailed it so they can fight the market for him or her. So while you're waiting for a call, that candidate has submitted references, probably done a home work assignment, gone to to police for a background check, done a second interview and been offered. You might hear back if the other candidate falls through, but more then likely you won't.

Also, make sure you get contact points. I had one gentlemen. "Nailed it." "Great you should send him a thank you email, and call him in a few days." "Oh I don't have Doug's contact points. Doug who, maybe we can look him up?" Well, you get where this is going.

The question of homework - Most interviewers will at some point give you a home work assignment. Hey solve these problems. Take these on line profiles, Do a action plan of your first 30 days. Whatever. Its common and again it allows me to filter people and look for terminal redflags. For some, doing psychometric profiles, whatever cool. But indepth homework, I will usually push back as much as I can, I won't usually do them without either pushing for a next steps, or at least asking why, especially given my verifiable skills and knowledge. I stupidly did a whole plan to help a company with their marketing last year. I didn't get the job, but I sure see some of my ideas in action. It pissed me off.

The last question, the matter of dress and appearance. I'm old school, Since I have one chance at an impression, I also believe in showing a level of professionalism so I'll dress one level above based on company profile. If they're business casual, I'm casual formal ie sports coat, tie. If they're casual formal, I'm in a suit. Part of my research to be honest for on site interviews was to drive by the day before and see if I could parse out how they dressed.

I think that's all. Remember that an interview is a sales job not a conversation, that pre prep is king, if you have someone you can mock interview with absolutely do it and make it brutal.

Hope this helps.

By the way, in my current role, I'm doing more quality assurance then just interviewing, I'm doing spot checks on recruiters and taking on some second interviews, just to ensure the quality of the candidates coming through the first part. The main reason why is I'm considered a tough interviewer. So take the above for what it is. But always plan for the worst fire breathing, hot coal walking interview and everything else will be gravy.