Return
To Stybel Peabody Home Page
Job candidates inevitably run into interviewers who are not very good at interviewing. How do you take control without being perceived to take control?
It is important that you do take control of the meeting with an ineffective interviewer.
Ineffective interviews often spend too much time talking about themselves or about the company, giving you too little time to make an impression on them.
Ineffective interviewers don't enjoy the interview process, and this negative mind-set can easily translate into a negative or neutral perception about you.
It is important to have a sense of how much time you have in the meeting, so you can pace yourself. Ask the question at the front end of the meeting.
The interviewer probably has your resume, but you may not have the interviewer's name and title. Good interviewers will probably give you their business cards. If you don't get a business card at the front end of the meeting, be sure to ask for one. Having a business card allows you to write a follow-up letter and address it properly. Reading the business card provides a forum to make sure you are pronouncing the person'sname properly. At the front end of an interview, it sends the right message to the interviewer: "you are important enough for me to be concerned that I pronounce your name correctly."
Some retained search consultants recommend against having a "Personal" section on a resume. They argue that it is not relevant to the job if you enjoy skiing, golf, or history books. On the other hand, we argue that some hobbies can provide an instant link between job applicants and interviewers.
If the first question is, "Oh, you play golf too? What courses do you play," then you know you are starting the meeting in the interviewer's zone of comfort.....and that is where you want the interview to begin. Remember, the more the interviewer enjoys the interview itself,the more highly the interviewer is likely to think of you. The more boring the interview, the less highly the interviewer will think of you.
Our client loved sailing and was a member of an exclusive sailing club. He did not want to put it down on the resume because it was not relevant to the job. And the name of the club might turn-off some people. He accepted our suggestion to put down the name of the club, since it was an important aspect of his life.
The man's next interview was with a CEO. He gazed at the "Personal" section and exclaimed, "You are a member of the XYZ Club? So am I!" They spent the next 45 minutes talking about club members and sail boats. Only 15 minutes was spent on the job itself. But the chemistry had been established and he got the job.
Sometimes, an interesting aspect of your past will allow you to create the agenda for the interview without seeming to create the agenda:
One of our clients was an IT Director at a bank, seeking a comparable job at other financial institutions. The problem was that the financial services industry was going through a period of consolidation. There were far more qualified job applicants than there were appropriate jobs. The client's resume was straightforward and he was generating straightforward, unexciting interviews. He was also generating no offers.
In reviewing our client's background, it turns out that he had been a basketball player in college and had been recruited to play on the New York Nets team. An accident at the beginning of the season finished his career in professional basketball. At our recommendation, he inserted the fact that he had been a professional basketball player.
As anyone might have predicted, the first interview questions focused on that aspect of his life. He spoke about his brief time in professional sports. More importantly, he spoke about the things he had learned from theexperience that helped inform his business career: team work, thinking fast on one's feet, persistence in the face of obstacles, etc. He was employed in short order.
Incompetent interviewers often don't allow job candidates enough time to talk about themselves. Think of this as a problem they are having with monitoring time, rather than having come to a negative decision about you. If you perceive that you are not getting enough air time, you might try gently taking control of the meeting:
You are likely to find that incompetent interviewers welcome agenda-setting questions. You have not taken control of the meeting. You have gently asked an agenda question and are leaving it up to the interviewer to continue to set the pace.
Incompetent interviewers often abruptly terminate meetings, saying, "Oh, goodness. We have run over our time. We will have to stop." This means, that you don't have an opportunity to leave a final impression or to make sure you have answered the interviewer's questions.
At the beginning of the interview, we recommended you ask for a time frame. Try to subtly monitor the time. Earlier, we recommended wearing a watch on your forearm. When the meeting has fifteen minutes remaining, use thefollowing agenda setting method:
"I am aware that we have fifteen minutes left. You have been very helpful in giving me information about the company and the job. Have I provided you with the information you want to know about me?"
Incompetent interviewers will usually say, "Thank you for drawing my attention to the time. Yes, why don't you tell me about yourself."
On the other hand, the interviewer could say, "Thank you for calling my attention to the time. No, I have all the information I need about you." In that case, whether the interviewer is competent or incompetent, you probably have been blown off!
Laurence J. Stybel and Maryanne Peabody are co-founders of Stybel Peabody Lincolnshire, a corporate-sponsored retained search consulting firm based in Boston. Its focus is senior level professionals. Their website is called THE BOARD LEVEL CAREER RESOURCE CENTER and can be found at HTTP://WWW.CAREERLINC.COM. They may be contacted at stybel@aol.com or 781/736-0900.