Tips for Acing an Interview
Insights from Psychology
After two recent days on an interview panel (phew), I am in non-listening mode today.
But, I gathered my thoughts and….. here are some hopefully helpful tips….
Preparing for interview – the basics
(TBH, those on interview panels could benefit from some tips too, but that’s not for now)
Interviews are an opportunity to show who you are, not just an exploration of your CV - so think of your CV as the shopping list and the interview as the story of your shopping trip. Much more interesting.
Focus on the experiential, in other words. This comes easily to some, but if it’s not your way, then buckle up and start mind- and mood- shifting in anticipation of the performance of a lifetime to get that job. Mental prep is key.
Start thinking differently about the concept ‘interview.’ Yes, it matters what you achieved, but they have that. You will be judged on how you articulate stories about how you did what you did and what you can bring to the new role from that.
How you would use your knowledge and experience, for this role, in other words. How you arrange and extract your past, how you articulate that to the panel, and how you synthesize it. Focus on three aspects: showing you know and have what they are sure they need, (contents of the job ad), showing you know and have what might benefit the company in various ways outside core role (do your research re industry and show insight/acumen) and, finally, make them have faith in you and like you. This is where you are showing you have what they don’t even know (yet) they’d love to have on the team ….
In my most recent experience, we were a 4-person panel. One HR expert, one in-house manager for the role, a senior manager for the division/work area, and me, an independent work/org psychologist.
My role is to apply psychology to make judgements about the person and their abilities as well as interrogate how they conceptualise and express their job-role and company fit, explore their personality and level of motivation and drive as well as ….people skills.
Your (interviewee) role is to influence each of us, enough to make each of us believe in you, more than we believe in the others. You are playing both the dealer and the deck. You don’t have to just win over two of us, nor three of us. (When there is one dissenter, you’re not likely to get through) So, first tip:
Do - make some meaningful interaction with all interviewers and try to get through to each one.
Don’t - be led by a liking for/connection with just one or two individuals you feel comfortable with on the panel.
Some interviewees tend to focus on a person they identify as in their ‘in-group’ and ignore or not address ‘out groupers.’ . Males to males, younger to younger, engineers to engineers – nobody is your pal in the interview so, keep the same level of interaction with each panelist.
To stick to this, you need to be aware of the tendency. Resist the temptation to be led into these traps of in-group bias. Practice self awareness when speaking - for a week before the interview. Catch yourself up if you’re being led and over-talking. Even in casual social settings, listen to yourself.
When influencing people in any sphere, and especially at interview, you want people you like (or those who you want to like you!) to feel a social identification with you,. However, at interview, it cannot be for the niche reason which works socially (a specific sport you love/your old school, for instance).
Opt for a safer shared identity. Neutral social identifiers – interest in travel/politics/cooking/business /reading/podcasts/theatre can allow different people on a panel identify with you differently.
You can slip any one or two of these interests into your answers about your work - ideally connect them to some aspect of the industry - cooking for previous colleagues, team sport and how it builds bonds, reading books on the industry you are interviewing for. Otherwise, wait until asked about interests and activities.
Do – use words wisely: have pre prepared set pieces – to let each of them see you as one of them. Use authentic words of emotion to show your attachment to the activity.
Don’t – talk about what you like as though it’s just about you liking it . It’s all about shining a brief light on your abilities, not dragging them through the detail. Find and highlight a connection for them to pick up on, between you, your life and this role.
Many interviewees place disproportionately high value on small achievements because they created or achieved them. They talk more about a minor act than about much more crucial projects – interviewers aren’t interested in ego, but in how you evaluate what’s important and present and classify those. Show you know the difference.
Talk about the smaller item you created , yes, and let us know you know its import relative to the big picture, and then, emphasize the larger projects and your inputs. Some interviewees try to re-define worthiness in terms of what they did. Experienced interviewers spot this.
Use biases wisely - we have an irrational primacy bias which makes us more influenced by first impressions and last impressions in an encounter than is sensible.
And we are prone to Confirmation Bias, which happens when we like to have the hit of having our expectations confirmed more that we like to get things right.
We psychologists train interviewers to not fall foul of these unconscious biases, but many persist. More still get no such training and employers pay the price with bad, costly, silly interview etiquette and ineffective outcomes, recruitment-wise.
Do
Arrive early. Good visible first impression. Hopefully, someone will see you there and start the interview feeling positive towards you.
Open with a cogent, action-oriented statement about yourself, your skills, experience, and this job. Add in some form of words that will stand out from the dull, drone, corporate-speak…. Example They ask why you applied for this role…. ‘I noted the reference to XXX in the job spec as that’s a passion of mine., but mostly, my background in X and my experience of Y made me sit up and see this as something I could really contribute to…. Most people won’t say passion, (or use another word /phrase that you can make yours)
Be able to re frame. ‘So, you just got a pass degree I see’… Ans: ‘In my final exams, yes, but I got a First in the data module in year 2 and a 2.1. in my thesis, which was on the exact topic of this role.’ Re-framing doesn’t involve running away or denying but pivoting so less time is spent lingering over negative aspects of your achievements. You calmly transport the questioner towards the positives you want them to re-focus on. Have some ready.
Leave on a high note. FInal impressions linger more than mid-interview ones, remember! Another short story in a sentence, ideally reflective – ‘I learnt / I believe. I foresee… I hope…. This role looks riveting and the development of this area of work… looking forward…. Make it about progress and development. And the main benefit you will bring.
Don’t!
ask dull uninteresting questions just to ask a question. Quality, thoughtful questions impress.
wax lyrical on the project you most enjoyed working on – it shouts attention seeker. Talk about it a tiny bit more than others, but talk too about projects you enjoyed less, saying that. You’ll show you realise it’s not all about you and your enjoyment.
Excel spread sheet the room – reference to data is great but don’t bring us to the weeds. That’s for if you get to the operational final interview and if you are asked for numbers. Otherwise, its words over numbers here.
Finally, body language matters still – don’t flirt, laugh too much or make jokes. Or look ultra cosy like you are about to pop a Wine Gum. Sit up, - yes, it matters - look comfortable but not too much. Hands, keep them still, no fidgeting.
Eye contact is still in, too.
Practice. Knowing is not enough. Doing makes the difference