Showing a lack of knowledge/experience creates a persona of being inexpert.
Knowledge and experience, at this level of job role, include soft skills: communication, teamwork, problem-solving. Voluntary employers may recruit a 2/4 – Inexpert, due to the interviewee’s sufficient level of confidence – as this shows potential, only if the pool of applicants is low.
Employers will be aware of the interviewee’s nervousness and lack of sector experience, which affects the job interview outcome, but some organisations could be willing to spend time to develop the applicant once employed.
Strengths
For voluntary positions interviewers ask, in the main, skill-based questions, “Give me an example of using customer service skills?” When discussing personal experiences (as they often lack job experience) relevant to the required skill(s), the 2/4 – Inexpert’s confidence is sufficient, enabling the interviewee to talk at ease.
Keeping focused on familiar topics, rather than pretending to be more aware about a subject than the applicant actually is, will increase self-belief during the job interview, improving likeability.
Development
When applying for low level positions, interviewers will stay away from challenging questions asked in more senior level roles. With this in mind, applicants need to follow rule 1 for a successful job interview – identifying the job criteria. By understanding which soft skills, the employer requires, the interviewee can create relevant answers highlighting these criteria.
The lack of knowledge/experience is the barrier here; as a result, increasing this slightly can make the difference between rejections and job offers. Knowledge and expertise are gained in two ways: work experience or education.
If voluntary roles (for experience) are hard to gain, the 2/4 – Inexpert needs to take the educational route. This can include entry level courses to GCSEs/BTECs or even specific short courses to gain skills and qualifications: a food-hygiene certificate for a catering role. The course choice will depend on the career goal for each individual.
What is important is that attending education improves knowledge/experience, giving the interviewee something relevant to discuss in the job interview.
Advice for the job interview
Relate answers to the job criteria to avoid going off topic. Replies lacking evidence of how an applicant can complete the job duties won’t score high
Use real-life examples to highlight a particular skill set. Discuss what actions you took, focusing the interview answer on your role within the team task
Generate conversations prior to the start of the interview and highlight commonalities, as this increases rapport
When all applicants have a wealth of experience and are able to confidently communicate their competencies, the interviewer will struggle when forced to choose one of the equally skilled interviewees.
It is often the smallest of things that can change the job interview outcome. Decisions can be made at the emotional level, not logically. It is this reason why the 6/8 – Charismatic applicant can have, in some interviews, an advantage over the 8/6 – Optimistic interviewee. The charismatic medium rather than high level of knowledge/experience, twinned with their high level of confidence creates a charming effect.
A medium knowledge/experience means that not all of the answers will be perfect. This lack of perfection, combined with a natural confident delivery, increases rapport as the illusion of vulnerability and authenticity is created. Interviewers, when making emotional decisions, buy-in to the individual, not the polished, faultless, and often robotic presentation of other high/high applicants.
With an above average competency level, industry knowledge is expressed well with the applicants, due to having the highest levels of confidence, repeatedly alluding to their accomplishments. It is the constant self-praise, used when referencing the job criteria, that concludes in a high-scoring interview.
The barrier is that other more experienced applicants may possess a PhD as an example, or a specialist skill that can only be obtained with 10+ years’ industry experience. To counter this, the often overly confident interviewees may attempt to frame answers in a way that creates the impression of having a knowledge level that they don’t possess.
Applicants have to be careful not to fall into the trap of sticking to their guns when challenged by an expert interviewer on a point they themselves are not an expert in. A lack of expertise, along with an argumentative approach (a common trait for an over-confident applicant) can break the charismatic spell.
Strengths
Few people have the ability to inspire awe in others.
Being charismatic doesn’t require someone to be wholly extroverted. Instead the charisma comes from presence. Interviewers, and people in general, are captivated by the communication style of a charismatic person.
In the job interview, the 6/8 – Charismatic interviewee is able to charm and influence the interview panel with a passionate and enthusiastic approach, gained through self-confidence, along with strong interpersonal skills.
The applicant’s openness and easy manner helps the interview panel to feel relaxed and comfortable. Another trait of charismatics is the ability to focus their whole attention on whoever is speaking, making the speaker feel important and appreciated.
They themselves are excellent orators, able to build trust through their unique positive communication style. Sentences are hypnotic, intriguing, interesting and informative. Listening to a charismatic speaker feels like you are watching a show.
Everything about a charismatic individual oozes likeability: warm smile, natural use of gestures, confident body language, eye contact, the ability to make small talk, storytelling, and detailing the job criteria.
When asked challenging questions, designed to put an interview on the backfoot, the charismatic interviewee doesn’t hesitate. The reply details the job criteria and is delivered in an entertaining way. Even questions on weaknesses are reframed with the focus being on what the applicant learnt from the situation, not the mistake itself.
This openness to share mistakes makes them seem more ‘human’ increasing their perceived employability potential. When in their element the 6/8 – Charismatic applicant won’t pretend to know all sector-related information. Instead, they use their gift as a conversationalist to uncover what details the employer was expecting and to frame the most relevant experiences to best meet the criteria.
Development
The medium rather high level of knowledge/experience is often the result of either a long duration in the industry while possessing a Level 4-5 qualification or a higher-level qualification but with only a few years’ sector experience.
Even with a charismatic personality, a lack of sector knowledge when compared to a more experienced applicant can be their undoing. An analytical expert interviewer may give a lower score when experiences are challenged and cross referenced against the scoring criteria on the interview scorecard.
Possessing a high confidence level leads to a natural ability to utilise rule 2 of a successful interview – self-promotion. By increasing knowledge on sector models and theories through a higher-level qualification or via direct experience, the 6/8 – Charismatic candidate can use any new learning to create higher scoring answers. But this option requires time.
Gaining an understanding of non-sector related models and theories that are relevant to the advertised position will benefit the applicant. An example of this could include a competent understanding of project planning, strategic thinking and commercial acumen for senior management roles.
Charismatic individuals are liked, even admired. The employer wants them to do well. With this in mind, an applicant can embed key phrases gained from identifying the job criteria throughout the job interview. The regular referencing of criteria can result in a positive assumption of the applicant’s suitability by the employer.
This is a dangerous game when challenged on any areas of low expertise. Better to gain the required skills and experience needed for a senior level position.
Advice for the job interview
Highlight a wealth of knowledge by explaining how models from another job sector can be utilised within the position being applied for. Presenting new information helps an applicant stand out as most interviewees state similar experiences to each other
Know the job criteria inside and out; in one answer reference one criteria while talking in detail about another. In the second answer, detail another criteria while referencing a previous criteria. This multiple referencing of criteria approach creates the perspective of someone highly knowledgeable
Discuss future industry changes, new opportunities and sector threats, or industry risk, to show a strategic viewpoint
The Eysenck Personality Inventory (EPI) measures two pervasive, independent dimensions of personality, Extraversion-Introversion and Neuroticism-Stability, which account for most of the variance in the personality domain. Each form contains 57 “Yes-No” items with no repetition of items. The inclusion of a falsification scale provides for the detection of response distortion. The traits measured are Extraversion-Introversion and Neuroticism. Continue reading “Eysenck’s Personality Inventory (EPI) (Extroversion/Introversion)”
Dexters are ‘passionate about investing and training,’ according to CEO Andy Sheppard, who has seen over 150 apprentices pass through Dexters academy over the past 4 years.
An apprenticeship is one way to gain an industry related qualification whilst working within the job sector, gaining valuable worked-related skills.
One advantage of an apprenticeship, over a more traditional higher education route, is receiving a salary while gaining a qualification. In addition, there are no student loans required, unlike a higher education course.
According to property industry eye, Dexter’s will be adding 100 new apprentices to its current pool of 90.
Unlike a higher education course, applicants, to be successful in the recruitment process, are required to pass a very competitive apprenticeship interview.
Below is a list of commonly asked apprenticeship questions and answers for an estate agent apprenticeship interview.
Remembering, that during lockdown the apprenticeship recruitment process is going to be an online job interview.
Apprentice Estate Agent Interview Questions
5 commonly asked interview questions:
What do you know about Dexters?
Dexters take their corporate responsibility seriously, with a focus on having ‘people at the heart of everything we do’
When answering the ‘about us’ question give an overview of the company portfolio; chartered surveyors, leaseholding and estate agents.
Also, discuss their corporate responsibility, as this will show that you have researched the organisation. Talk about Dexter’s approach to the gender pay gap, business ethics and care in the community.
Companies that are ‘people’ focused make hiring decisions based on the potential employee’s values and attitude. By showing how you are also people-focused and you care about the customers, colleagues and stakeholders, will help to increase the chances of being recruited.
The goal here, is to highlight your level of interest and knowledge of the company.
Why would you make a good Dexter’s apprentice?
In the main, most apprentices don’t possess a large duration of industry experience and, generally speaking, won’t possess a sector related qualification, and employers know this.
With this in mind, employers are looking for proof of work ethics, skills and qualities.
For an estate agent apprenticeship, employers want to recruit employees who possess:
good communication skills
a high level of confidence
determination
IT skills
target driven
To answer this interview question split the answer into two parts; work ethic and skill set (if an applicant has any relevant experience they can discuss the experience during this interview answer.
“I know I would be an excellent apprentice because…(state skill relating to work ethic) an example of this was when (add example)…
..I also possess a good level of (add skill) when working at X, I … (add example)…”
How would you balance working in a full-time job and studying to pass the apprenticeship qualification?
The demanding responsibilities of the role and the number of assignments required to complete the apprenticeship qualification means that hiring managers are looking for an employee with proven time management skills.
To approach this interview question, show that you understand the demands of the job role:
“Working as an estate agent apprentice, I understand that I would (add job duties; collecting property information, writing copy for Rightmove and adverts, showing customers around properties and working and supporting qualified estate agents) …..”
Next, show awareness of the workload involved in an apprenticeship:
“…and I know that to pass the apprenticeship I will have to write around 6-8 assignments to show my competencies for being an estate agent, as well as sourcing evidence of my industry knowledge…
Then follow up by highlighting time management skills:
“..to achieve my job duties while meeting assignment deadlines, I will utilise my time management skills. This would include (add time management techniques; ranking task in terms of importance, diary management, to-do list, collaborating with colleagues, automating activities) …”
Why would you like to work as an estate agent?
The question is really designed to test an applicants knowledge of the job role. It is important, therefore, to describe the job duties that drawn you to the advertised apprenticeship.
Explain (and link) your long term career goal.
It is also important to show enthusiasm and communicate with words that motivate and impress employers.
Start the answer by showing passion: “I have always wanted a career as an estate agent, as I love the thought of helping customers to find their dream house that they can make their home….”
Secondly, discuss some of the job duties that you enjoy:
“…I want to specialise in sales as I’m very target driven. As a strong communicator, I am able to negotiate to get the best price for my customers, an example of negotiation was when (add example)…
…I would also enjoy (add second duty) as I am (add relevant skill and example)..”
Why is communication an important skill for an estate agent?
Throughout the whole job interview, there will be several questions based on the skills and job duties of the job role.
One commonly asked question will be the ‘communication’ question. Why? Because communication is a key skill for any estate agent.
When answering any skill-based interview question, ideally answer by using an example to back up any claims made in the interview answer.
Open the answer with a confident statement: “Communication is a key strength of mine…”
Show knowledge by listing different elements of communication “…good communication includes listening, speaking and confirming and double-checking details, but it also includes eye contact, varying tonality, building trust and body language…”
“..I was able to demonstrate my communication skills in my last job where (add example)…”
Recruiting processes are designed to cross references a candidates skills, qualifications and experiences against the job criteria.
The employer, therefore, uses the job interview questions to predict the applicant’s potential job performance.
More than ever before interviewers are focusing the interview questions on the interviewees temperament, with a goal of creating a positive company culture.
Strength-Based interviews, which are becoming more commonly used, are designed with the culture fit in mind. But even in competency-based job interviews, employers have always, and still do, embed personality questions into the interview process.
One of the most common interview questions used to find the ‘right fit’ employee is the ‘what motivates you?’ interview question.
For the applicant, having an open-ended question to answer, allows them to create a reply that meets many of the criteria on the interview scorecard.
The employers perspective
Employers ask the ‘motivation’ question to help understand what encourages an employee to work harder.
Career psychologists know that by hiring a team that will naturally work well with the environment and culture of the organisation, the team will be more productive, have a lower number of sick days and staff members are less likely to look for new opportunities at competitive companies.
The cost of recruitment is high and eats into the company profits. Recruiters are always looking for the right job interview question that will help them to hire, not only the most skilled and experienced employee, but one that will fit well within the current team.
Honest interviewee
There are two approaches to the ‘motivation’ question.
Honesty, is the first approach. The advice is always to be honest within a job interview.
The problem with true honestly is that many career professionals suffer from imposter syndrome.
A lack of self-belief results in an increase in the self-disclosure of weaknesses, weak worded job interview answers and excessive use of filler words creating an ‘amateurism’ interview identity.
What is needed, throughout the job interview, is a ‘self-assured’ interview identity to help the employer view the candidate as employable.
Being honest, even when the candidate is suitable – the candidate would fit in well with the company culture, can say the wrong thing, resulting in a low scoring answer.
Interview questions like ‘are you a self-starter or a team player?’ or ‘do you like starting or finishing tasks?’ can force an interviewee to choose an option that they don’t really have a preference for – they enjoy working both within a team or on their own initiative.
Not being honest doesn’t mean lying
A career professional can have a natural preference to follow processes and procedures – a detailed employee. But if this same employee ends up landing a job in a creative company where they hire innovative, out the box thinking, do it your own way people, the same details career professional can excel.
In fact, depending on the applicant’s past employers (and their company culture) creates an experience – a frame of reference, that shapes the answer they give. In this way not all honest answers, are honest.
Creating high scoring answers
Researching the company culture prior to the job interview is key to creating high scoring interview answers.
Obvious, I know, but I don’t mean researching the company history blah, blah, blah. What is required is an understanding of the company culture.
The organisations vision directly influences the company values, the company values affect the company manager’s decision-making process creating the workplace environment – the company culture.
Disney’s vision is ‘to make people happy.’ Imagine, in the job interview, being asked what is your purpose? or what motivates you? And the interviewee talks about quality, making great cartoon films, or designing fast-paced roller coasters. All good answers, all relevant to Disney’s brand, but the employer hearing this answer, thinks something is missing, something isn’t quite right.
Employers want to hire employees who are motivated by the same reason as the organisation is – their vision.
In this example, the ‘quality’ driven applicant can reframe their interview answer to be inline with the company vision ‘ to create quality animated films that make people feel good…’
To back up the ‘motivation’ answer, add an example to the initial opening line ‘…in my last company, I always focused of the outcome of films – making the audience to be happy. When working on X project……”
Conclusion
To be successful in a job interview, applicants need to research the culture of the company as the day to day environment of an organisation affects all decisions, including hiring decisions.
Answering questions by referencing how the applicant meets the culture and values of the company will improve the level of scores allocated to each job interview answer, increasing the number of job offers an applicant will receive.
One of the main reasons why most career professionals struggle in a job interview is because no-one is taught how to act during a recruitment process.
Everyone knows that during a structured job interview the employer will ask a set of industry related questions to check the competencies level of all applicants.
Each answer is then scored on the interview scorecard.
What is an interview scorecard?
An interview scorecard is the document each interviewer has to help them rank the applicants interview answers against the essential criteria for the position being hired.
The interview scorecard, in chronological order, lists all the job interview questions. Beneath each question is a list of the skills, qualities and experiences required for the advertised role, and/or an example answer/pointer for the allocated points.
In the main employer use scoring of 1-4; 1 = weak, 2 = medium, 3 competent, 4 = expert – with each employer having their own scorings system.
A fair interview is created through this analytical process, especially when conducted by a panel interview allowing each interview score(s) to be normed, decreasing the effect of job interview unconscious bias.
An interviewee, to be successful, not only has to gain a higher score than the competition but also needs to achieve enough points to beat the benchmark to be viewed as suitable for the role.
Why is it hard to pass a job interview?
Being a highly skilled and experienced professional should result in a higher than average job interview to job offer ratio.
For many career professionals, their interview identity – how an employer perceives the applicant based on a level of knowledge/experience vs level of confidence formula, results in a less skilled applicant being offered the position they are best suited for.
Even when a candidate’s wealth of sector knowledge is clear on the application form, the lack of self-promotion concludes with an employer’s negative assessment.
To be successful in a job interview requires the interviewer to view the applicant as highly skilled, an expert or someone they cant do without.
So, whats the problem?
The problem that many interviewees face is they simply can’t structure their interview answers (content and delivery) in a way that inspires the interviewer.
This problem has an easy to implement solution: 3 easy to implement ideas that will make your next interviewer want to hire you.
Confident Statement
The first few seconds of a job interview answer are deemed to be very important.
As many career professionals are aware, an initial impression is created by the employer when they first meet the interviewee – hireable or undesirable. This impression affects how the employer views the applicant’s whole job interview.
If a visual impression can have such a huge effect at the interview start, then the opening words of an interview answer can shape how the employers score the question being marker.
Unsure
Hesitant
Confident
Being unsure of what is being asked or blatantly having no idea what a (sector jargon) is, highlights a lack of industry knowledge.
An employer, now aware that the applicant lacks sector experience, is unlikely to hire that candidate. During the Q&A process, they will long for the interview to end, and look forward to the next, hopefully, more suitable interviewee.
Asking for an explanation of a sector terminology, theory, model or working practice creates the interview identity of ‘inexpert’.
Successful interviewees answer questions with a confident statement:
I am highly skilled in this area
This is something I have had to do in all my previous roles
My current managers always come to me with this problem
A confident statement is an opening line, delivered instantly, that simply highlights 1) a level of understanding of the job duties 2) a confident employee 3) sector experience
Employers are reassured when applicants start their answers by confidently confirming they have the required skill being discussed. As a secondary gain, employers are now likely to listen to the whole interview answer, picking up on more of the scoring criteria – scoring high on the interveiw scorecard.
Evidence Equals Expert
A picture is worth a thousand words.
In the main, employers make hiring decisions based on the content of an applicants interview answer. The detail given could possibly be exaggerated, misinterpreted or an out right lie.
Evidence, in the form of a target sheet, references, data sets, media articles or a physical item, is proof of an interviewees expertise.
By using evidence as part of the interview answer backs up any claims of competencies. It also highlights how the applicant is prepared, organised and detailed focus.
Different industry use the ‘evidence’ technique to get a customer to buy. Sweet shops will often hand out free samples; once the quality of the chocolate has been tasted, the customers is now more likely to purchase the product. It is the same in the job interview, the sample evidence is given as proof of ability before the employer buys into the candidate.
To be perceived as being highly skilled, bring evidence to the job interview. Or for virtual job interviews use the share screen function to show online proof of the candidate’s abilities.
Future Focus
Low scoring job applicants when asked a competency based job interview question will often just list skills and duties, other, more high scoring interviewees, gain points by telling stories relating to their past behaviors in the workplace.
But only a few utilise the future projection method.
Employers use the recruitment process to predict the candidates job performance.
What employers really want to know is – what can you do for me?
To end a job interview answer, the successful applicant will take the skill being discussed and explain how they would use their abilities in the employers workplace.
“…once I am employed in your organisation I will use (skill) to (outcome)”
A future focused interview answer allows the employer to visualise how the employee would fit within the company culture and what added value that applicant would bring to the overall team.
The structure of an interview answer.
Using the team work interview question as an example, an applicant using the CEF structure could answer the question by:
Confident statement; “In all my previous roles I have always worked with a team. where I have a reputation of achieving project objectives on time..”
Evidence; “…An example of this was when I worked on X project. During this project, my team was tasked with completing X. The barrier here was (state a problem you had to overcome). As a team we (state solution to the problem) I personally was responsible for (explain actions and steps you took) which resulted in (add positive outcome). The team was able to achieve this outcome because of (add reason IE being well organised used gannt charts and work packages) I actually have a copy of the project plan and gannt charts with me (show evidence)..”
Future focus; “…if I was offered a role working in your company, it would be my organisational and detailed approach that would allow to us collaborate successfully together to achieve project deadlines while ensuring the quality of the project.”
CEF Structure
The CEF structure is highly successful as the employer, through the initial statement, feels confident in the applicants attitude, as only industry experts or highly experienced professionals, would answer so confidently.
Stating you have a skill/experience isn’t enough, and even strong answers can be an exaggeration, so the producing of evidence, literally, shows the employer why you were initially so comfortable in the answering of the interview question.
And by making the answer relevant to the employers company, not only shows a deep understanding of the position being advertised, it can create a positive association between the vision and the applicant.
The question Musk uses is a behavioral interview question. Behavioral interview questions ask questions based on past behaviors. Promoters of this recruitment process believe that a zebra cant change it stripes – how an employee has previously behaved indicates their future job performance.
What interview question does Musk ask to challenge applicants?
“Tell me about some of the most difficult problems you worked on and how you solved them.”
The question seems pretty straight forward. So why is it so special?
This question can help interviewers spot liars. Part of the interview process is checking the accuracy of an applicants claims on their application form. If a career professional claims they can do X, the interviewers job is to clarify if the statement is true.
Musk explains his reasoning during an interview with Auto Bild “And of course you want to make sure if there was some significant accomplishment, were they really responsible, or was someone else more responsible?
To score high on this job interview question applicants need to give detailed answers “Usually, someone who really had to struggle with a problem, they really understand [the details], and they don’t forget.”
Detailed answers also have a high word per answer ratio which research show’s increase the scores given by an employer.
How to answer the ‘tell me about some of the most difficult problems you worked on and how you solved them?’ interview question.
The ideal answer is part of a 4 point structure process:
Problem and the negative effect
Creative problem solving
Steps taken
Positive outcome
Problem and the negative effect
Example answers are in essence a story telling technique.
Stories work best when they are emotional, and people are more emotional when listening to stories that they resonate with.
With this in mind, the interviewee should, initially, start their story by evoking pain. Charity adverts do this all the time. The advert starts with a film about someone suffering, the audience observing the suffering feel the pain they are seeing.
It’s the same within a job interview. Instead of just stating the problem, as most candidates do, give detail – this was what Musk encourages during job interviews.
Explain the projected outcome if the situation got out of hand. If no-one dealt with the problem or found a workable solution, what would the negative outcome be?
Ideally, the real-life story will have an emotional effect on the employer, especially if the situation is industry-related – the employer may have also been threatened by a similar situation.
Creative problem solving
Most interviewees, during the answering of behavioral interview questions, skip the creative problem-solving process required to take action. Techniques like the STAR model miss out on this fundamental part of an interview answer.
An applicant’s level of knowledge and expertise can shine out here, as an explanation of the employee’s thought process is being explained. By dissecting why one solution was discussed and dismissed over another, shows a level of competencies, as the applicant shows they didn’t need to learn from a mistake as their current level of understanding was enough to make an informed professional decision.
This is why Musk explained that: “Usually, someone who really had to struggle with a problem, they really understand [the details], and they don’t forget.”
Steps taken
The crux of the interview answer is to showcase the applicants ability to take action.
Here, without adding irrelevant detail or steps, explain the actions the interviewee took to solve the problem being discussed. Ideally, split this into 3 parts “to solve the issue I did A, B and C…”
Positive outcome
Returning to the charity advert example, the steps they want the customer to take is, often, to give a donation. The advert ends showing a positive outcome; the once suffering individual is now happily living a positive life – the customers feel good.
It’s the same in the interview; you explain the suffering of the situation, the required actions, and end with a positive solution.
During the job interview answer, state the outcome the company received from the actions the applicant took. Like the charity advert or like the end of a good story, this should evoke a positive feeling. In fact, if your solution to a problem was unexpected or creative this whole process can create the feeling of desire, increasing the applicant’s chances of landing a job offer.
The focus on job interview language is underrated.
In the main, career professionals to prepare for a job interview will direct their time and energy on predicting the job interview questions. This is very wise, and valuable, as research suggests that knowing the job criteria, and therefore having a good idea of what questions will be asked, is one of the key elements for a successful interview outcome.
In fact, there are 3 rules for a successful job interview;
Identifying the job criteria
Being a self-promoter
Communicating with confidence
With a list of questions most applicants, prior to the interview, will create a number of scenarios to use as examples during the interview. Again good practice.
But, what most candidates fail to do is to reflect on the language they can utilise to highlight a high level of knowledge and experience.
In addition, language helps to build rapport, frames what information is taken in and creates emotion.
Career professionals understand how individual words, phrases and sentences influence and persuade, in short successful interviewees are skilled communicators.
Words that influence
How a sentence is phrased influences how an employer views an applicant.
Generally speaking applicants with a track record of interview failures use weak-sounding phrases. On the surface, the chosen words seem suitable for the interview question, but each sentence has an emotional attachment. At a basic level, the emotional equals desire or unsuitability.
Imagine, an employer asks a question to better understand the candidate’s related experience. 3 interviewees answer with 3 separate replies:
I am experienced in (job role)…
With 15 years of industry experience as a (job role)…
An industry professional with over 15 years experience specialising as a (job role)
Each answer states the same message – experience in (job role) but the structure of each answer creates a different image of the applicant – the level of expertise they possess.
This is because individual words have different emotional attachments. Fine, good, excellent, excel, all have a similar meaning but feel different.
The take away here is to choose words and the interview answer formula that allows an employer to view your skill set and experience in the best light.
Don’t be disingenuous
Rule 2 for a successful job interview outcome is being a self-promoter.
Much research shows how self-promoting in a job interview will increase the allocated scores for each job interview answer, as the ‘promotion’ easily allows an employer to cross reference the data within the job interview answer against the criteria for the advertised position.
Self-promotion doesn’t have to be an exaggeration,
In fact, stay away from comments that, on the surface, sound like a positive interview answer, but in fact are disingenuous.
sounds weak and stupid. Employers would prefer to hear the ‘mistake’ and what this error taught you.
When self-promoting, talk up your strengths and successes, ensuring the answer clearly states actions you took in team projects, while staying away from throwaway comments such as the 3 examples above.
Never apologise
Decisive interviewees come across as confident and hirable.
Opening an interview question with a ‘confidence statement’ reassures the hiring manager that the candidate has the required skill/experience being discussed as part of the interview question.
A confidence statement is an opening line that confirms you have/know the required criteria:
In all my roles I (add criteria IE worked as part of a team)…
This was a common situation in my last role…
This is a passion of mine…
X situation is something I have experience in throughout my whole career…
I’m very experienced in this, an example of this would be…
Rule 3 for a successful job interview is confident communication. Removing filler words and hesitations, along with a good pace allow the communication to be understood by the employer.
Nervous, fast-talkers, often fail interviews, not because they don’t meet the required job criteria but due to the speed of their communication – the employer doesn’t have time to analyse everything that has been said in such a short timeframe.
A common interview slip up is the ‘apology’ Nervous interviewees will sometimes apologies when they need to clarify the desired answer – ‘Sorry I don’t know what you mean’
Apology statements sound weak.
When asked a generic interview question never presume to know what the employer is trying to gauge from the interview question, instead ask for specifics; ‘would you like to know about X or Y?’ or even ask the employer to repeat the interview question – but do this assertively.
Increase duration, increase scores
There is a distinct link between the number of words per reply and high scoring interview answers.
The more an applicant talks, especially when using varied language, the more likely they are to mention the required criteria to hit a high scoring answer.
High scoring answers aren’t based on duration alone, as the topic being discussed has to be relevant to the job role.
When, ideally relaxed, and chatty, an applicant will often use several examples, quote industry-related models, while structuring the answer with an opening, body and summary. Some applicants, skilled at answering tricky interview questions, will also discuss the pros and cons of sector models showing a high level of understanding, therefore a high level of industry knowledge.
Embedding varied language, including positive emotional words, into a long interview answer results in keeping the employer engaged and interested.
Furthermore, highly confident applicants will create a conversation embedding their own questions into the interview answer. This dialogue creates rapport and changes the employer’s opinion of an applicant.
Be a ‘can’ not a ‘cannot’ person
Interview language is often the frame created by a statement given.
Much research shows how using positive language increase likeability. The framing of any reply, at a basic level, creates a positive or negative emotional response.
If asked a strength-based interview question: ‘do you prefer to work within a team or on your own initiative?’ any answer should highlight your preference – you prefer to work as part of a group or as an individual.
But how the answer is framed creates a different emotional response. Some applicants will use a negative frame ;
‘I’m never worked on my own…’
‘You get more done working on your own, rather the relying on others..’
‘Isn’t this a ‘team’ position?…’
Framing alters what information is noticed by the interviewer. A positive frame creates a positive focus, whereas any ‘negative’ framed answers can cause concern as the employer associate negatively with the applicant.
What research tells us is that the language embedded within a job interview answers influences, positively or negatively, the interviewer’s decision-making process. By making a few alterations; the framing of the reply, the removal of weak phrases, and focusing on positive words can help an applicant be viewed as hireable.
The goal of a job interview, from the applicansts perpsective, is to persuade the employer to hire them for the advertised position.
To be hired, each candidate will show their level of competencies through their chosen interview answer structure, with the common option being the use of an ‘example’.
At a basic level, giving examples to highlight a required skill is one method to influence the interviewer, but more cunning candidates use a number of persuasion techniques to increase the likelihood of being offered the job role.
Interview persuasion techniques isn’t a type of ‘dark art,’ instead, psychologists have completed experiments to understand why some career professionals are more successful in a job interview then others?
Some people have a natural ability to influence; their persona, communication style and their interview answer(s) convince employers that they are a sure-bet.
Using evidence based-research, we have created a list of simple techniques that can be used to persuade the employer.
Message Framing Theory
The frame of the job interview answer changes a persons viewpoint.
Framing is persuasive as it influences how the mind sorts and organises information. The world is interpreted, differently for each individual person, depending on their own filters created through their own experiences, beliefs and values.
Meaning, two people seeing the same thing can attach different meanings to it. In the job interview, a late applicant, due to a faulty car can be viewed by one employer as ‘lazy’ – lateness = laziness, or by a second interviewer as ‘unlucky’ as they also have ‘car troubles’ so have empathy with the applicant.
Framing helps to influence the filters used to give meaning to things. As an example, if I was to talk about rivers and then asked about ‘banks’ the frame of the conversation would influence how the ambiguous word ‘bank’ is understood – as a riverbank.
Whereas, if I started a conversation about money and asked about banks, the meaning of the word ‘banks’ would be viewed differently to that of a riverbank.
In the job interview framing affects how an applicants answer is perceived.
A glass half full or half empty has the same quantity of water, but one frame is perceived to be negative and the other positive.
In fact, the way the glass is framed has an emotional response to a person hearing the chosen statement.
Imagine being in a job interview and after explaining that you worked for X organisation, the employer responds by asking ‘You worked at X? Isn’t everyone lazy over there?”
This negative stereotype creates an emotional association between you and the employers opinion of the ‘lazy’ organisation.
In this example, a ‘re-frame’ is required to break the association and to create a new, positive, emotional response “Yes, they are, that’s why I am applying for a position here, your reputation tells me that you appreciate hard work, good ethics and quality – the 3 things I personally value.”
The use of positive emotional words, compared with negative ones, throughout the job interview, can instill a positive image of an applicant, just as the glass half full metaphor feels more optimistic.
Research shows how the more positive words used during a job interview correlates directly with high scoring answers.
The interview answer, therefore, in the main should be frame a positive perspective, not focusing on negativity.
Encourage the employer to hire another candidate
People have a deep need to feel free to make a choice.
The interview, depending on an applicant’s interview identity, results in candidates attempting, sometimes quite obviously, to persuade the employer to hire themselves over other suitable interviewees.
Because humans value free choice, being forced, or feeling that you have no choice, creates resistance.
A review of 22000 people over 42 psychology studies found that the ‘but you are free‘ technique can increase the chances of someone saying yes by 50%.
The idea is simple, to reassure an individual that they have free choice.
In the experiments, asking for donations or take a survey, all gained an increase in participation if the ‘but you are free’ technique was used.
As an example, a charity collector may ask for a recommended donation of £5, and then add ‘but you are free to donate whatever you would like’ which would increase the donations received.
Or a surveyor would ask ‘can you complete our top-standards survey?’ and add, ‘but obviously you don’t have to feel obliged to complete it’
In the job interview framing the answer as if you will be hired for the position and then stating ‘but you are free ‘ can increase the likelihood of an employer saying yes to hiring you.
Imagine being asked ‘what can you bring to the team’ interview question.
Embedded into the interview answer can be ‘…if you hired me, but obviously you have a free choice, I would….A, B and C’
Rational Persuasion
In the main, persuasion experts talk about influencing people through the emotional part of their brain the limbic system.
But logic influences.
Presenting data, facts and using rational counter-arguments, research shows, helps to support a positive outcome in HR decision making.
The logical approach is easy to utilise within the job interview.
When asked a question many applicants revert to an example answer. The example is a powerful influencer, as storytelling talks to the emotional brain, where snap decisions are made.
The analytical process, created through the structured job interview, allows for and uses logical decision making.
Imagine, as an interviewer, you have asked a question and presumed the applicant will give another ‘example’ answer, but instead, the interviewee highlights their level of knowledge and experience by presenting evidence in terms of a target sheet, a data set, statistics or a written reference.
This proof of expertise, rather then a suggestion created within an example answer, can be more persuasive as it is harder to argue against facts then it is the possible fictional example answer.
Successful career professionals don’t simply prepare for their job interview by finding examples to the predicted job interview questions. Instead, expert interviewees focus on the frame of their answer, use purposely chosen positive words and make their persuasion feel like a free choice.
The focus, in a job interview, has always been on the content of the job interview answer.
Content is important, as the description given within a job interview answer determines the score the interviewer(s) allocate to each job interview answer.
In short, an employer will cross-reference the elements discussed by the applicant to the job criteria on the interview scorecard.
Generalising, the more criteria reference within the job interview answer, the higher the score an applicant will receive.
This makes logical sense. It’s the same as scoring a boxing match; the more punches a boxer gets on an appointment the more points they receive. The best boxer, or interviewee, wins.
Research is showing how the referencing of job criteria, alone, isn’t enough to create high scoring job interview answers.
What is also key to a successful interview outcome is the language, or the varying language, used throughout the whole recruitment process.
Language creates an emotional response in others, changing how an employer views an applicant, therefore affecting the scores allocated in the job interview.
‘Try,’ as an example, presumes failure, whereas ‘will’ presupposes action will be taken. This small change in language, consciously choosing an appropriate verb, creates a different reaction – how they view a candidate, from the employer.
Substitute passive words;
‘Try’ to ‘will’
‘Think’ to ‘know’
‘Could’ to ‘Always’
‘I believe’ to ‘I’m confident’ (or ‘convinced’)
Read the following two interview answers and compare the impression gained of the two interveiwees from the language used.
“I believe I am a good fit for the team and would always try to meet my targets. In my previous position I worked on a similar task and I always achieved my KPIs.”
“I’m convinced I am a good fit for the team and I will meet my targets. In my previous position I worked on a similar task and I always achieved my KPIs.”
Weak communication.
Other language barriers come in the form of unnecessary communication.
Anxious applicants are known to add additional ‘weak’ words to job interview answers that simply aren’t required. Any low scoring words need to be removed from job interview answers.
Say more with less.
When planning to give a detailed interview answer, candidate are advised to pick only strength words that will ensure they standout from the group.
Delete the following unnecessary sentences/words during a job interview;
‘In my opinion..’
‘Did my best..’
‘Maybe..’
‘Only..’
‘Sorry..’
Any filler words.
Filler words.
An example of unnecessary communication is ‘filler words.’ Filler words are subconsciously used by nervous interviewees to fill the gaps between sentences while delivering an interview answer.
Common filler words are sounds ‘er’ ‘um’ ‘ah’ but can also include the words ‘so’ ‘like’ ‘well’ ‘you-know’. This constant interruption, created by filler words, distracts the employer from the value of the applicant’s interview answer, resulting in a lower-scoring outcome.
“Um, well, yes I do have experience, but, er, like it’s relevant but…”
To reduce filler words applicants can replace the ‘filler word’ with silence in the form of a pause.
As filler words are used naturally while a candidate is thinking of what to say, the applicant during this time can count to 3 in their head to divert their attention. The focus on counting is a conscious process that removes the unconscious process of using filler words.
Another technique, prior to the interview, is to practice the delivery of answering interview questions by making a mark for each filler word used. The process of recognising the number of filler words used, which is often more than expected, creates an awareness that helps to reduce this subconscious habit.
High scoring language.
Varied language is a key element to high scoring answers.
Finding new ways to say common words can create the desired variety to improve interview language. As an example, the words begin, start, commence, and initiate are all synonyms of one another.
As referenced earlier, words have different emotions attached to them. If asked about a particular skill, an interviewee might state they’re ‘good’ at the skill, but the words ‘great’, ‘excel’ or ‘highly skilled’ all answer the question positively, but each word has a different emotional association. Word choice, therefore, elicits a different emotional trigger from the interviewer.
Pronouns, ideally, need to be mixed. Singular pronouns (I) help to reference personal actions in team activities, whereas plural pronouns, which research shows are in coloration with high scoring interview answers, are used by confident candidates to help build inclusion and rapport, as ‘we’ is viewed as being ‘friendlier’.
Positive emotional terms, embedded throughout the job interview, again improve interview scoring as the words used have an emotional attachment and help applicants to communicate persuasively.
Positive emotional terms:
Joy
Happy
Gratitude
Pride
Interest
Amusement
Excited
Hope
Kind
Negative emotional terms:
Fear
Sad
Angry
Disgust
Rage
Loneliness
Annoyed
Nonverbal communication.
A common misunderstanding of hiring decisions, is that the content of the interview answer is the most significant part when it comes to scoring an answer.
As we have discussed in previous articles, prejudices, unconscious bias, the interviewer’s behaviour and the applicant’s level of confidence create ‘filters’ that answers are viewed through.
Confident communication, eye contact and posture also help to shape the appraisal of an applicant.
Research into micro facial expressions shows how a fleeting expression can be read by an observer, even though the expression only lasted milliseconds. Therefore, faked happiness isn’t believed as an applicant’s microexpression, as an example, showed fear before the fake smile is applied.
There are 7 basic human emotions; anger, contempt, disgust, fear, happiness, sadness and surprise, each with its own unique characteristics. Each expression, which is an expression of an emotion, is involuntary and outside of the awareness of the individual.
Facial expressions can also elicit different meanings depending on the schema of the interviewer. A smile could be seen as sarcastic or joyous.
Generally speaking, though, the following nonverbal cues will increase rapport with an employer, improving the interview scoring:
Initiating interaction to show confidence.
Giving your full attention to the employer – being externally focused.
Smiling and laughing.
Strong eye contact.
Gesturing to reinforce verbal communication.
Taking up space with your body as this creates authority.
