Today I’m pleased to announce I’ve decided to run for president of the United States. Let’s see, am I candidate number 12 or 13 on the list of folks who want to run? Before you start laughing there is some logic to this decision. Trying to become president is just another example of what it takes to land a job. The interview process is much longer but there are a lot of similarities.
For starters, first impressions are really important. People who don’t like Donald Trump won’t vote for him no matter what he says over the next 12 months. And people who do like Mr. Trump won’t change their mind when he says something inappropriate. I think even his supporters will agree, there’s a high likelihood he will say something inappropriate.
During the first few minutes of every job interview, the person conducting it will form an opinion about the candidate. You can’t stop it even if you tried; it’s human nature. Their opinion may be based on your body language, handshake, smile, the way you dress or a hundred other clues that give the interviewer a gut feeling. If it’s a positive feeling, they will be looking for reasons to support their gut feeling. If it’s a negative feeling, they will be looking for reasons to support the feeling that you’re not a good fit for the job. Pay attention, the first couple minutes of every job are very important. The interviewer will form opinions about who you are in those first few minutes and will spend the rest of the interview trying to confirm their gut feeling.
I’ve often mentioned you need to practice your answers before you enter a job interview. The presidential make their living talking to people and yet these experts still spend weeks practicing their answers before an important debate. You cannot over prepare for a job interview.
When presidential candidates get in trouble, it’s usually when they didn’t know the cameras were watching, or they thought they were having a simple casual conversation. Job interviews are exactly the same. Those casual comments you made to the receptionist or that you make during a plant tour are extremely important. Many managers will have you speak with future co-workers without them present because they know many people let their guard down when the hiring manager isn’t present. Many managers value the opinions of their receptionists and secretaries. They ask them, “Was Bill friendly when he arrived this morning? Did he greet you with a handshake? Did he treat you with respect? Was he smiling? Was he early for the interview?” The interview starts the moment you enter the parking lot and it doesn’t end until you’re alone in the car headed home.
I encourage people to practice, practice, practice before a job interview, but it’s also necessary to find a healthy balance between reciting your answers and having an authentic conversation. Am I the only who hates it when politicians avoid answering the questions they are asked? You can ask them about the environment and their answer sounds like this: “If you care about the environment we need more jobs to support the parks. I will increase jobs in the United States and keep more jobs from going overseas.” Hey, my question was about managing the environment, not about creating jobs.
Focus on the topic of the question and don’t be afraid to ask the interviewer to clarify their intent. It could sound like this, “Yes, I worked on several large teams. Would you like me to discuss the outcomes or are you more interested in my role on that team?” Not every hiring manager is a skilled interviewer. They will appreciate your ability to engage them in a conversation about your work and experience. Answers from politicians sound like a speech. Your goal is to engage the interviewer in a much more personal manner. You want to connect with the interviewer because at the end of the day, people hire people they like.
Mitt Romney couldn’t connect with the people and he didn’t get “hired.” I withdraw my candidacy. I’ll stick to something better suited to my skill set and that’s helping people just like you get-a-job!
Kaminski is president of Stone Associates Training. He is an HR consultant with 35 years of experience in the employment field, teaching managers the art of hiring great employees. He also is an adjunct instructor at Keuka College. You can contact him with your questions, suggestions and comments at bill@stone associatestraining.com.
