{"id":963,"date":"2013-05-31T18:45:49","date_gmt":"2013-06-01T01:45:49","guid":{"rendered":"http:\/\/careersingovernment.com\/tools\/?p=963"},"modified":"2023-08-26T11:17:03","modified_gmt":"2023-08-26T18:17:03","slug":"job-seekers-counterattack-how-to-control-the-interview","status":"publish","type":"post","link":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/career-advice\/job-seekers-counterattack-how-to-control-the-interview\/","title":{"rendered":"Job-seeker\u2019s Counterattack: How to Control the Interview"},"content":{"rendered":"

Caution is urged: the advice that follows will not help you get a job you don\u2019t deserve, but it will help you get one you do.<\/i><\/p>\n

In my book, The Essential Guide for Hiring & Getting Hired<\/i><\/a>, I contend that recruiters, hiring managers, and interviewing team members make a number of big mistakes when interviewing candidates. They all prevent you from getting interviewed properly. Here are the top three:<\/p>\n

    \n
  1. Interviewers don\u2019t really know much about the job or the candidate before the interview even starts<\/li>\n
  2. They then use invalid or superficial techniques and questions to assess the person<\/li>\n
  3. The voting system is rigged to favor those in more authority and those who vote no<\/li>\n<\/ol>\n

    Under these conditions being evaluated properly is unlikely, so it\u2019s up to the candidate to take matters in his or her own hands. Faced with this knowledge there are some things job-seekers can do to improve their odds. Caution is urged though: the advice that follows will not help you get a job you don\u2019t deserve, but it will help you get one you do.<\/p>\n

    When I was a full-time headhunter, I always prepped my candidates for 15-30 minutes before the interview covering topics from how to prepare, how to ask and answer questions, and how to make sure you could figure out how well you did and if you\u2019d be called back. All of this is covered in The Essential Guide for Hiring & Getting Hired<\/i>. Here are the first few steps:<\/p>\n

    First, quickly switch the conversation<\/b>. If you sense the interviewer is just box-checking skills, or if the person is asking irrelevant questions, you\u2019ll need to take control right away. The best way is to diplomatically ask a question like this: \u201cthe job description was unclear regarding the scope of work and the big challenges the new hire would be involved in. Could you give me a sense of this? Based on this I\u2019ll be able to provide some examples of similar work that I\u2019ve handled.\u201d This will stun the interviewer, especially someone who is not prepared. Then ask some follow-up questions to gain a better understanding of the focus of the job, the resources available, and some of the specific challenges. Even ask why the job is available and what happened to the person who previously held the position. Once you understand the focus of the job, you\u2019ll need to respond by using the SAFW response described below. Just by asking these types of questions you\u2019ll be branded as assertive and insightful, even if you\u2019re a little quiet. Big Point: interviewers rank the quality of a candidate\u2019s questions as highly as the candidate\u2019s answers.<\/p>\n

    Two, answer questions using the universal answer. <\/b>Here\u2019s an article I wrote a few years ago describing the SAFW response. I refer to this as the universal answer to any question. Basically it suggests that a complete answer to an interviewer\u2019s question needs to consist of four parts: an opening S<\/span><\/b>tatement, an A<\/span><\/b>mplification of the opening, a F<\/span><\/b>ew examples to prove the opening statement, and a W<\/span><\/b>rap-up to conclude your answer. You need to practice this for a few hours with each of your strengths to get it right, but it\u2019s essential if you want to be accurately assessed. Start practicing using The Most Important Interview Question of All Time<\/i>. The example chosen is the heart and soul of any answer. Interviewers quickly forget general statements, like \u201cI\u2019m a real problem-solver.\u201d However, they will remember the example of the real problem solved.<\/p>\n

    Three, force the question<\/b>. Few candidates possess all of the skills and experiences listed in the job description, so you\u2019ll need to make sure you\u2019re assessed on work you\u2019ve done that\u2019s most comparable to work that needs to done. From a practical standpoint if you get this part right, the interviewer will assume you possess all of the other skills, so this is a game-breaking step. While asking a question like \u201ccan you tell about the actual job?\u201d is a good first step, it might not be enough. In this case, you can subtly reframe the conversation and have the interviewer ask you more appropriate questions that cover your core strengths. For example, if you\u2019re strong at getting people to agree on how to handle technical bottlenecks, you can ask something like, \u201cit seems like the person in this role is actively involved coordinating the activities of a lot of people in different groups. Is this a key part of the job?\u201d Then you\u2019ll respond using the SAFW response with your best example. The idea here is to force the interviewer to assess you on work that matters. People who are quiet are instantly assumed to be\u00a0 weak at influencing others, or they lack motivation. You can use this \u201cforce the question\u201d technique to prove the interviewer is wrong.<\/p>\n

    If you\u2019re not a perfect match on skills and experience, you\u2019ll need to control the interview to ensure you\u2019re being accurately assessed on something more important \u2013 your past performance and ability to handle the real requirements of the job. Uncovering real job needs and giving full and detailed examples are a critical part of this. As Jim Rohn said, \u201cthings will get better for you, when you get better.\u201d When it comes to job-seeking, nothing could be more true.<\/p>\n","protected":false},"excerpt":{"rendered":"

    Caution is urged: the advice that follows will not help you get a job you don\u2019t deserve, but it will help you get one you do. In my book, The Essential Guide for Hiring & Getting Hired, I contend that recruiters, hiring managers, and interviewing team members make a number of big mistakes when interviewing […]<\/p>\n","protected":false},"author":37,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","_cbd_carousel_blocks":"[]","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[18,19],"tags":[],"class_list":["post-963","post","type-post","status-publish","format-standard","hentry","category-career-advice","category-interviewing"],"acf":[],"yoast_head":"\nJob-seeker\u2019s Counterattack: How to Control the Interview - Careers in Government<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/career-advice\/job-seekers-counterattack-how-to-control-the-interview\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Job-seeker\u2019s Counterattack: How to Control the Interview - Careers in Government\" \/>\n<meta property=\"og:description\" content=\"Caution is urged: the advice that follows will not help you get a job you don\u2019t deserve, but it will help you get one you do. 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