What’s your goal? What’s their goal?
By Julie Adamen
Click Here for the PDF version of this article in the HOA Manager NewsLine.
Most of us dread the interview process – and that’s whether we are doing the interviewing, or are the one being interviewed. For a candidate, the interview often appears to consist of a random set of questions that don’t have much relevance on whether or not he or she can do the job. What the candidate fails to realize is that a skilled interviewer may appear to be asking rather simple questions that require only straightforward answers, but indeed they are not. The skilled interviewer may ask a single question, but how the candidate answers that question will tell the interviewer many things about that candidate besides just the straightforward answer given. The nature of a candidate’s answers to those questions will let that interviewer know the candidate’s level of professionalism, his or her ability to commit to an organization, and in essence - how the candidate will fit in to the organization’s corporate culture.
So let’s take a moment to discuss the “standard” interview questions, the varied meanings and purposes of those questions, and the effects of how the questions are answered.
Interviewer: (Actual Question) “Why do you want to work for us?”
The “Why” of this question: One of the reasons interviewers ask this is because they want to see HOW you will answer it: With finesse and aplomb, or with a sledgehammer? To wit:
Answer # 1: “Because I want to make more money. I’m all about money. And this position pays substantially more than I am currently making.”
The above is the sledgehammer approach. Although the candidate thought he was “just being truthful,” in reality this presentation of the truth almost lost him the position as it made him appear to be motivated solely by money. Interviewers like to know that you have some awareness of your quality of life in the workplace. They also want to know that you won’t leave them as soon as another, slightly-higher-paying position becomes available. Below gives the same truthful answer with a certain amount of finesse:
Answer # 2: “I would enjoy the professional challenge that this position would present, and believe I would be a good match for the community. The remuneration package is also very attractive.”
Interviewer: “Tell me about yourself.”
The Why: Most interviewers use this question not only to gather information, but also to assess your ability to communicate relevant information.
Answer # 1: “Well, I’m a real people person, and I got that from my first job when I was 14 years old working as a bus person at the Elks Lodge. I loved that job, but I got let go because there was a scheduling mix up. I got another job with the City, but left that when I finished high school to work for a bank. Then I was REAL dumb and got married earlier and boy was that a mistake and I didn’t go to college so I spent two years doing… blah blah blah...”
Don't launch into a mini-speech about your childhood, schooling, hobbies, early career and personal likes and dislikes. Instead, cite recent personal and professional work experiences that relate to the position you're seeking and that support your resume credentials. See if this sounds better:
Answer # 2: “I’ve spent the last 5 years working locally as a community manager. I managed anywhere from 5 to 10 associations at any one time, and even saw two of them through serious litigation. I have spent time volunteering with my local professional organization. I acted as Chair of last year’s trade show event, where attendance was the highest it has been in the past five years. I have also received my professional designation last year, of which I am very proud.”
Interviewer: “Do you have any questions for us?”
The Why: Many interviewers ask this question to find out if you have done your homework on the position available and have interest in it, and also to test your ability to think on your feet. Will you respond by asking about details, or will you respond expressing an understanding of the bigger picture?
Answer # 1: “So, how much vacation time does a new hire get with this company, and how often do I have to be on call?”
Although these may be questions you want to ask, they are (usually) not appropriate at your first interview. It tells the interviewer you are only there to see what the company can do for you, not what you can to for the company. If you ask the following question – you are expressing interest in their firm and their corporate culture, as well as the personal preferences of the interviewer. You are also showing them that by asking this question, you have interest in the position, want more information and thus be able to see if you can meet their needs:
Answer # 2: “What are you looking for in a candidate for this position?”
Interviewer: “What salary are you expecting?”
The Why: This is a classic interviewing trap, and the interviewer wants to see if you recognize it, let alone fall in to it headfirst. The real question the interviewer is asking: How sharp is this candidate really? And, will they allow me to obtain their expertise for a below-market rate?
Answer # 1: Any answer with a dollar figure in it.
As a candidate, it is always better to let the hiring entity say the dollar figure first, unless you are absolutely sure that the figure you are going to quote isn’t 1) Too high for the position and you would be able to command that salary by virtue of your stellar resume, 2) Too low, making you look uninformed or desperate. Instead of quoting an actual figure, give a better spin to your answer without the risk of shooting yourself in the foot.
Answer #2: “I’m willing to look at any reasonable offer presented to me.”
Interviewer: “Why were you let go from your previous position?”
The Why: This question will be asked because not only does the interviewer need to hear the reasons you were let go from you, they also want to see if you are a person who will take responsibility for your actions and the consequences thereof, learn from those consequences and move on.
Answer # 1: “The guy I worked for was really unethical. It was a very negative environment and more so after we moved the offices. I have been telling myself for the past couple of years I needed to move. The company has no structure or care for employees. They wouldn’t know the truth if it hit them in the face. They accused me of stealing.”
Placing all the blame for your termination squarely on the shoulders of someone other than yourself is not a wise thing to do in life, let alone in an interview. If you’ve been terminated, it’s best to own up to it, acknowledge and accept responsibility for your part in the termination and avoid the ugly details as there is just no winning for you. Indicate you have learned from this mistake (and maybe how if you are comfortable articulating it) and move on.
Answer # 2: “Without getting in to too many details, I’ll tell you that I made some mistakes and assumptions in how I dealt with the internal structure of the company. I didn’t see them as mistakes at the time, but I do now and take responsibility for my part in making those errors in judgment, from which I have learned.”
Interviewer: “Why do you want to leave your current position?”
The Why: The main reason for this question is to determine if the candidate will bad-mouth their current employer, which indicates to the interviewer they’ll do the same to them, in time. Many job offers are lost based on a candidate’s answer to this one question alone. Bottom line: How professional are you?
Answer # 1: “Well, they promised me I’d only have to take on seven accounts, and that’s fine, but then seven became eight and then someone quit and I got three more accounts, and asked them for a raise and they won’t give me one and I am just exhausted from attending all those meetings. My boss is just crazy if he thinks I can keep up this pace!”
The above answer may be true, but only makes the candidate appear burned out and unprofessional. I’ve said it before, but I’ll say it again because many people just can’t get it through their heads that to “dis” your current employer is just about the Kiss of Death in an interview. See the more professional answer below:
Answer # 2: “We have differing management styles.”
Interviewer: “Isn’t this job a step down for you?”
The Why: If you are applying for a position that is, or appears to be, a professional step down you will most certainly be asked this question. The interviewer wants to know: Will you leave our firm for another as soon as the opportunity presents itself?
Answer # 1: “Sort of, I suppose, but I just need to get back to work.”
By acknowledging a position is a step down for you, you are indicating that yes, you will be continually looking for a better position and probably leave this employer as soon as that job becomes available. A much better answer to this question would be something like the following:
Answer # 2: “I like to work, and always give 100% to any position I have held. I make each position my own. So, a step down? I don’t look at it that way. I think of it as a job that needs to be done, and know that I will do it very well.”
Interviewer: “When can you start?”
The Why: Although the interviewer does need to know when you can start, how you answer this question says a lot more about you than you may think, and will tell the interviewer if you are properly prepared to accept a position by being able to make a decision quickly on your own and understanding what is an is not appropriate notice to a current employer.
Answers # 1
a) “I want to give my current employer 90 days.”
b) “I need to check with my husband/wife.”
c) “Can I get back to you?”
d) “I can start tomorrow.” (And you are NOT unemployed).
Before going to an interview, know that you would be able to commit if a job is offered to you. Also understand that virtually no potential employer is able to hold a position for you for 90 days. Know when you would be able to start a new job before going to an interview, or, at the very least, be prepared to give a more definitive answer, like this:
Answer # 2: “I would be able to start no later than the 15th of September, and possibly earlier if you need me. I can get you a definitive answer by this evening and call or email you, whichever you prefer. Will that work for you?”
The Wrap Up
This is what interviewing is all about for a candidate:
- Obtain an Offer of Employment with the best remuneration package possible.
- Leave a favorable impression even if you do not get hired today there is always tomorrow.
This is what interviewing is all about for the interviewer:
- Do you have the necessary skill sets?
- Will you fit in our corporate culture?
- What added value can you bring us?
Throughout the process, the skilled interviewer will ask the candidate questions that seem straightforward on the surface, but based upon how the candidate answers those questions will give the interviewer insight in to how the candidate will fit, or not, in the position they have open. Remember that management positions aren’t just about how well a manager can take minutes or put together Board packs. It’s about how well he or she works and communicates with people, staff and clients, and how he or she presents themselves as a professional under impromptu or difficult situations. A manager’s ability to think on his/her feet is always part of the test. They should always be prepared for the interviewers questions by understanding their role in the hiring process.
And lastly, something we all need to remember, as interviewers or interviewees: The person hired by an organization becomes a virtual sales person for that organization. Literally, tens of thousands of dollars in revenue will rest on that person’s shoulders, and tens of thousands of potential revenue, as well. For the interviewer, it is crucial that they hire the best talent they can. For the interviewee – this realization should make you think twice before going in to an interview unprepared.
References:
www.jobsearchtech.about.com
www.careerjournal.com
www.international-executive-search.com
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