The Interview Mindset

Death. Divorce. Career or Job Change. Three of the most stressful events in life. And if you are in the midst of a job or career change, the interview can be an anxiety trigger.

For many, the idea of sitting across the table from someone with authority (authority to accept or reject you), speaking about yourself and being evaluated on a litany of items is a perfect recipe for an anxiety attack. If you’ve ever interviewed and felt an increased heart rate, developed dry mouth, had difficulty focusing or have become tense and sweaty , you know what I’m talking about. The “flight” or “fight” physiological response is real! And if you’ve experienced it, you are not alone.

The very nature of the interview is - and I’m being generous - awkward. It isn’t designed to get the best out of you.

• On one side of the table the interviewer is focused on a (typically) predetermined set of questions which tend to come at you in rapid fire succession; especially if the interviewer isn’t experienced. And they’re taking notes from the last question while you respond to the next question.

• On the other side of the table, the interviewee is trying to listen and respond while still trying to recover from the last barrage of questions.

This is hardly an environment built for success; but it’s the process we have - for now. I’ll discuss the ill fated recruiting strategies and models (Search engines and AI - artificial intelligence to name a couple) which landed these two at the table soon but that requires an entirely separate post.

Unfortunately, as a result of the ongoing pandemic and the shift to remote work, the traditional interview has become even more impersonal and awkward through remote recruiting techniques.

THE GREAT RESIGNATION

If this isn’t enough to trigger an anxiety attack, there appears to be what pundits are calling The Great Resignation; millions of workers resigning their jobs to find a new career - or simply not work.

A quick internet search appears to support this. Uncertain times force self reflection. Re-assessment of priorities. And while we Americans seem deeply divided on just about everything, I think we can agree these are challenging, unprecedented times. Of course, there are a host of other reasons contributing to this 'great resignation' but the point is, people are reassessing priorities and will be interviewing in record numbers.

So, how does this affect you? Well, assuming you are seeking a new job or career, you'll likely have stiff competition. Ordinarily, this would be considered a buyers market. Meaning, employers have tremendous pools of talent to select from. However, the ongoing pandemic has many workers choosing to not work - for a multitude of reasons, so it's unclear if this is a buyers or sellers market. Regardless, you are likely to have a lot of competition.

Secondly, the pressure on employers to retain talent as well as replace talent is already immense. Add in the 'great resignation' and the pressure is only amplified. Hiring mistakes are costlier. Open positions are costlier. All of this pressure is transferred into their hiring and recruiting processes. This all has a cumulative impact on the candidates.

But it isn’t all bad news. There is reason for optimism!

Maverick Mindset

The 'great resignation', and all of the factors associated with it, will likely impact the vast majority of candidates, but it doesn’t have to affect you. The right mindset, as you prepare for and then execute the interview, will set you apart from the competition. With the right mindset, you’ll be better prepared to perform at your best. The right mindset coupled with preparation builds confidence. And confidence is the great differentiator.

Given these dynamics, I thought it might be helpful to provide a Maverick perspective on the mindset required for a differentiated and successful interview.

• Mindset #1: The interview is a dialogue. Unfortunately, too many interviews are a one way street, oftentimes resembling an interrogation. They are almost as if the interviewer is in a contest they’re trying to win. Or the interview resembles a monologue with the interviewer droning on ad nauseam. But with the right mindset, you can overcome this. You do not have to play the accused. Of course, there’s a bit of hyperbole here but the dynamic is real. And you can change it!

• The interview should be an opportunity for both sides to evaluate and determine a mutual fit. If you can approach the interview with the mindset that it’s a simple conversation, an exchange of information by both parties, you’ll be more relaxed and prepared to shine.

• Be prepared to engage as well with your own questions. Be an active participant. An actor versus a spectator. Carry the dialogue. If the interviewer doesn’t clearly articulate the goals and objectives of your time together, ask for clarification early in the conversation. Begin with the end in mind. It will guide the conversation, letting you relax and perform at your best.

• Interviewing is an opportunity to meet new people. Be curious not only about the opportunity and the organization but about the person across the table from you. Curiosity is an important quality; it suggests a learning mindset. Think in questions rather than statements. Of course, you'll need to respond to questions but beyond that, thinking in questions creates an open dialogue and helps you be memorable. At the very least, you’ll be meeting new people and potentially new, lifelong colleagues and perhaps friends.

• Mindset #2: Solve the Problem.

  • I’ve always considered hiring a type of problem solving. As an employer, you are seeking the best talent to fill a certain set of criteria related to skills, values, qualities and experience. As the candidate, you’ve got to understand these BEFORE you begin selling yourself. A great interviewer will clearly communicate these at the beginning of the process; perhaps after you’ve gotten past the first screening interview. Of course, the posted job description describes the requirements but those are written by HR and legal teams. The actual hiring manager needs to communicate these explicitly early in the process as their needs may not be exactly the same. For example, a sales position may have the same job description and requirements (same AI algorithms etc) but hiring in a small city or rural area isn’t the same as hiring in New York City or Los Angeles. The job functions are the same but the requirements and qualifications are vastly different.

  • Unfortunately, many hiring managers come into interviews with a vague idea - or no idea - of the problem they are trying to solve. Either because they are new to recruiting or because they just are not very good. Most people that interview have never had any formal training. You don't need to be an Industrial Psychologist to effectively interview but to be great, experience matters.

    • Many interviewers have a prepared set of questions and are then required to ‘score’ responses. The result is they spend more time trying to fill out a grid at the expense of listening. Shocking, but all too common.

    • This is an opportunity to demonstrate leadership and maturity. If you are unclear, it’s okay to pause the conversation and inquire - “I read the posted job description and have done quite a bit of research, but I’d like to know what your hiring priorities are for this role.”

    • They may say they are aligned with the job description or, hopefully, they provide their guiding principles and priorities relative to experience, culture, skills and qualities they seek.

    • The interview is a sales process and understanding the problem is the first step. Don’t show up and throw up! Of course, share a bit about yourself but until you’ve identified the explicit (not implied) problems they are trying to solve, you won’t be able to assess if you - and your brand - can help. If you are the solution to the problem.

• Mindset #3: Genuine | Memorable | Know Thyself.

  • Genuine: You are unique. Leverage it. Most interviews follow the predictable script of an introduction, Q&A and closing ceremony with both parties humbly parting ways. It's hard to articulate "genuineness" or authenticity in a short blog but for me, it's about being able to laugh at yourself. To be confident enough to be yourself. To take risks. Being confident enough to say "I don't know" or "I don't understand that, can you elaborate". Don't be a stuffed suit.

• Memorable: It isn’t hard to stand apart; away from the madding crowd. Take a chance. You’ll be surprised at how creative you can be with a little thought and effort. And you’ll be surprised at how mediocre and predictable your competition is. Years ago, while working at Time Inc., Fortune magazine had a candidate send their resume as a bag of fortune cookies. That's memorable! Where there is a will, there is a way. It’s up to you to find it. Be a Maverick.

• Know ThySelf. No one knows you better than you. The great Chinese strategist Sun Tzu is attributed with this quote - “If you know the enemy and know yourself, you need not fear the result of a hundred battles. If you know yourself but not the enemy, for every victory gained you will also suffer a defeat. If you know neither the enemy nor yourself, you will succumb in every battle.”

Two considerations here.

• First, know your strengths and weaknesses. You’ll likely be asked; either directly or indirectly - some psychobabble type question asked multiple times in multiple ways. Sigh. Know your blindspots. If you’ve been in the workforce and participated in 360 reviews or any other peer reviews, lean on those for insight. I’ve found the ones where multiple stakeholders are included are the most accurate. Any other psychological assessments (Myers/Briggs etc), especially ones which may show blind spots or bias, are helpful too. Understanding your strengths, weaknesses, blind spots and bias allows for a mature self assessment. For me, I always scored lower on collaboration - especially with my peers. I tried. But their strategies typically looked like the end of Thelma & Louise. Why follow?

• Second, and more importantly, try to avoid putting a square peg in a round hole. Trying to be someone you aren't. You can sometimes “fake it til you make it”, but the human reset button inevitably sets in and you’ll find yourself either wasting everyone’s time in the process (and yours) or worse, you’ll fake your way through to a job offer and then find the fit - either culturally, ability, experience etc - just isn’t there. No bueno. If you are unemployed or underemployed, the pressure to land a "job" is immense. Bridge jobs exist but unless you are about to be homeless, try not to be bated into a hasty acceptance. Discuss the opportunity with a trusted mentor or someone who only has your best interests in mind. If it doesn’t seem like a great fit, it probably isn’t. Have the confidence to understand the right opportunity will present itself in the near future and keep the search going.

Mindset is everything! How you choose - and it is a choice - to approach the overall job search and certainly the interviewing process will determine how quickly you find that dream career. Have fun. Enjoy the journey. It will work out.

In the next Maverick Leadership post, I’ll provide insight and best practices for the job search. I’ll also offer some perspectives on Talent Management. It’s always helpful to know and understand what the other side is thinking. Until then, I hope you’ve found this insight valuable and are able to apply it as you continue on your career search. Please share your success stories! And please reach out directly if you'd like to strategize.