Monday, 2 april 2018 | Redacción CEU
Being late for the appointment, talking badly about the company or the previous boss, doubting when responding or showing little interest are some of the most frequent mistakes when performing a job interview, but one of the most serious errors when applying to a position is not giving importance to its preparation. Although each interview is different, there are many questions that can be planned before attending it and; why not considering them when the candidate's future may depend on the interview development? What steps must an applicant follow before going to an interview? How can a prepared candidate become into a hired professional?
The interview is the litmus test of the recruiting process. In a large extent, the future hiring will depend on how candidates face it. Applicants usually confront this situation with some concern, however, this will decrease as they prepare themselves. If before attending it, they have considered the possible scenarios that they could find, the stress during the interview will be easier to confront. Questions will not take interviewees by surprise, because most of them will follow a pattern. In fact, being nervous in the proper measure can help candidates to pay more attention in details, be more energetic in their interventions and be on guard against possible mistakes.
Putting oneself in the interviewer's suit
They call the candidate, this person picks up the phone and they set an interview. Maybe the candidate is not aware, but the interview has already begun. From the first contact, recruiters are obtaining information about candidates: how they answer, what is their attitude, if they are interested in the job or not,... Many of them will search the candidates on their social networks or "googling" their names to get to know more details about who they are -candidates could also do the same if they knew who will their interlocutors be-. This search can even be decisive for a possible discarding, caring for the personal branding is a fundamental task in this digitalized society. On the other hand, that period of time prior to the interview can be very useful for the applicants to collect information about the company. It is not about getting to know all the details of the company, but about understanding what their corporate values are, what services or products they sell, what philosophy they follow or how their communication is. This documentation process will also allow candidates to value if the position fits to what they are looking for.
Something that can help the applicants is to put themselves in the interviewer's shoes, understanding what they want to get to know and responding sincerely to it. The goal of the company is to find the perfect person for the vacancy. The applicant has to convince the recruiter that he/she is the most appropriate person for the position and for that it can be very useful to reflect on the questions that the interviewee wants to answer: What does he/she know to do?, How sure is he/she that they can perform the job? Is he/she able to learn new skills? Do his/her principles fit with the values promoted by the company? Will he/she adapt well to the rest of the team? Will he/she have a good attitude? Why do I want to hire him/her?
A job interview is an infrequent interaction with a great imbalance of power. It is usually an uncomfortable and intimidating activity for aspirants in which they precisely must know how to prove their value, confidence, skills and strengths. Facing the interview naturally and addressing the interviewer's questions honestly can be their great asset, this way they can connect with the interviewer and establish a more real communication. It is not all about attending the interview ready to improvise, because knowing the most frequent questions or what mistakes should be avoided is very important, but often it is those little details outside the traditional script that make the interviewer to recruit a postulant or another. Finding a point of connection with the interlocutor can make a difference. Candidates do not have to be afraid of stopping to think a complicated question, expressing that they want to think a complex answer, mention something that they consider important if they have forgotten before or asking questions about the company, the rest of the team or the job position.