After several decades of Interviewing, both as a potential employee and as a Hiring Manager, here are some tips that may help.

Job Interviews are Not an Exact Science

Having been both an interviewer and an interviewee, many times over, I can assure you that interviewing is definitely not an exact science.

As an interviewer, I have been convinced that a candidate was a perfect fit but they either didn’t accept the position or didn’t perform anywhere near expectations. On the other hand, there have been surprised in the other direction too! Some candidates who didn’t perform exceptionally well in the interview process turned out to be solid, reliable (and occasionally exceptional) contributors.

When I have interview for a job, I generally have a pretty good gauge of how well the interview process is going. I can typically tell based off the range of people who are interviewing me and their level of engagement. However, I have walked away from interviews convinced I was going to get an offer, but was disappointed.

There are many, many articles and books on this subject from people who are more qualified to explain the topic. I’ll leave psychology to the experts!

The key takeaway is that there is an element of chemistry, timing and luck in the interview process, even if you are perfectly qualified for the position. Accept that there is a luck factor and don’t be disappointed if the interview process doesn’t work this time around.

Leverage Your Network

The best way to maximize a the likelihood of a good fit and a good outcome is to leverage your network. Over time, I have built up a strong professional network and I have found the vast majority of jobs via the network. In my experience, coming in from the “outside” rarely works and I’ve only gotten two positions via recruiting agencies.

Your network gives you several advantages:

• Direct line into the Hiring Manager or the Recruiters
• Depending on your contact, they may be able to give you the inside scoop on the team and the position
• Knowledge of how the company is doing overall – its always more pleasant when the company’s financial outlook is rosy!

The only warning I would give people is that if you are targeting a mid-size to large company, your contact’s experience may be different. Within larger organizations there are many departments, each with their own micro-culture, so you’re contact’s experiences may not directly apply!

As a Hiring Manager, leverage your network works too! Mostly for the same reasons!

By getting direct feedback from your network on potential candidates, it can give you a perspective on some of the intangibles: work ethic, handling challenging situations, etc.

The only caution I would give Hiring Managers is that candidates will behave differently under different circumstances. Attitudes and behaviors change over time, unless your network is working with the candidate currently, their perspectives could be a little outdated.

If you have network which can help you find a job or a candidate, use it! Your network is an aid, but its not a substitute for deciding if the job (or candidate) is a good fit.

Have Clear Objective Goals

This is obvious, but its quite amazing how many people don’t think this one through. What are the top 2 or 3 drivers? Is it more responsibility? More challenging role? More money?

Candidates aren’t always honest with themselves on what they can do, what they want to do and how you represent yourself. As an Hiring Manager, I have rejected over half of the resumes simply because they were clearly bloated or the job they were applying for had no relationship to their prior experience. If a candidate’s resume seemed applicable, the first call I did was a quick overview of their resume where I tried to ascertain how factual it really was.

On the other side, it’s easy for Hiring Managers to get infatuated with their “stars”. Often a job description is based off the qualifications and experience of said “star” without really considering what the team really needs for the next mid to long-term. By focussing on duplicating a “star”, they often miss really good candidates who have shown growth and drive during the interview process.

For myself, I have always been very direct and upfront about why I applied for the position, what I wanted to achieve and compensation. I was also direct about which pieces I worked on, and which I didn’t, in any large-scale project. In many instances, the conversation ended right there.

My view is that it saved time for both parties, but I am sure it has come across as “too direct” or “not a good fit”.

There is a fine balance between “putting your best foot forward” and overselling yourself (or the role). Be honest with yourself about what your goals are and don’t stray from the key drivers.

Note, this applies to the Hiring Manager and Candidate equally.

My recommendation here is to be honest and straightforward so neither party has any nasty surprises.

A Job is a Relationship

Once you get through the interview process and cement a position, the relationship begins! Just like any other relationship, it has a “honeymoon” period followed by a whole bunch of ups and downs.

Think of the job interview process as setting the foundation for the relationship. Again, this applies to both sides of the table.

I have seen Hiring Managers paint an unrealistic picture of what a candidate can expect, and then witnessed that relationship sour over the next 6 months. On the other side, I have hired people who oversold their skills and had to have some very hard conversations and even had to let a few go.

Think of the Interview Process as the beginning of the relationship. If both the Hiring Manager and Candidate represent themselves honestly and fairly, the more likely that relationship will endure.

Summary

My goal in writing this blog is to help other people not make the mistakes I have made, or seen other people make, in the past. Since I have been on both sides of the table, I wanted to demystify some of the dynamics at play, so you may have a better experience.

Also, the way you represent yourself (or the company you are hiring for) needs to also reflect your personality and goals. Decide what is negotiable and what is not.

Good luck in your current (or future) job searches!