I was working with the management students on Friday. The day was spent looking at recruitment and selection and we spent quite some time discussing the essential and desirable skills and experience of jobs that the students would typically have in their organisations. This in turn led us to look at how to structure a job application form and this made me think.
The previous day I was speaking with a colleague and she mentioned that she was scoring the application forms she had received for a recently advertised post. She was bemused by how many people either don’t answer the question asked on the form and if they do how they answer it with irrelevant information. She explained the points sorting process which went something like
3 points for everything asked for
1 for some of what was asked for
0 for no mention or clarity on what was asked for!
The criteria for inviting to interview was supported by the scores. A simple and effective way of sorting out a handful of candidates from hundreds of applications.
We did discuss why someone would go through the process at all if they didn’t have all of the “essential” requirements. I have to admit that I have encouraged clients to include the best fit of their experience to meet that requirement - and leave the judgement up to the recruiter. But you must always always always - answer the question.
A couple of years ago I applied for the Business Manager role in a local school. I had never seen such a huge list of essential and desirable skills and realised that it was unlikely that any one person would have equal experience in them all so made my experience fit with what was being asked as far as I could. I did not start any section though with ” I have no experience in this..” but I really worked hard at applying what I did know to each section appropriately. I got an interview and clearly my answers there satisfied the interviewers as I got the job.
My lawyer colleagues used to talk about something “being silent” in a document - ie it was not mentioned so decisions had to be made in absence of the information ( please - if you have a better explanation let me know!). But staying silent on an application form makes no sense. As they would say in Eurovison - nul points!
So here’s some advice that might stop your application end up at the bottom of the pile
- Be systematic - have the job and person specifications beside you as you work.
- Answer all of the questions
- Use the key words they use in your answers .
- And use the “any other information” wisely to highlight what else you would like the recruiter to know about you.
And get the suit to the cleaners and the shoes to the cobblers so that you are ready …
My good HR friend Dan Johnson made this comment on my previous post in which I wrote about how having confidence in your skills and talents could have an impact on your performance at interview. He says
“I would also say once you start talking about something you love you start getting the interviewer “off script” and build that real conversation that every interviewer is really trying to get at. My main question after interviewing someone is “Where’s the vision?” I don’t care about how good you are at maintaining something I want to see how you are going to improve it. And to do that you really have to love some part of your job.”
This is such good advice. As an interviewer I want to hear how the candidate will apply their learning to the job - albeit often with limited information about what it really entails ( job and person specifications can be notoriously vague) . So Dan’s idea of getting the interviewer away from their script is a good one . With confidence in your abilities you will be able to find a way to do this.
Taking a UK based view on this though a couple of things to bear in mind
1 no matter what you do make sure you answer the question! The interviewer working from a script will have to note whether you have or not.
2 throwing everything that you have into the answer is likely to confuse the interviewer - make sure you highlight what you want them to remember about you. Summarise it at the end if you think you might have rambled. Try to have a beginning, middle and end to each answer.
3 It is possible to be overconfident! I once had a candidate tell me that I had asked the wrong question and they went on to tell me what I should have asked and then of course answering it in relation to themselves. I was dumbfounded. Maybe you could do that if you have established rapport - but it is still risky!
I got an e-mail earlier this week that gladdened my heart. A young lady I had coached in preparation for job interview told me that she had been successful and had landed her dream job.
As is usually the case when I am coaching for interview the client has talent and skills in abundance. Sadly what is also often the case is that they struggle to recognise and value them!
The reason that most come to me is that they are terrified of the thought of the interview and that they will do badly. I know from general conversations that is really common but the big issue - for both candidates and recruiters - is where that fear gets in the way of learning whether they are the right person for the job.
As an interviewer myself I have met with people who on paper have everything we were looking for but who are unable to tell me ( and provide evidence )- by the answers to the interview questions or in any other information they give - that that is really the case. What a disappointment.
I know that it is common to worry about not being able to answer the interview questions and this is where I believe that those who have faith in their own ability stand a better chance of being impressive as they will be better placed to draw confidently on past experiences and tell their stories thoughtfully and persuasively in answer to the interviewers questions.
I would like to make some suggestions if you are looking for a job ( or your loved one or friend is)
- Think about what you love doing at work ( even if you hate your current job there must have been something that gave you satisfaction) and why that is. What do you get out of it? How does it make you feel?
- Remember the good feedback you have had in the past. What were the common themes ? What did it say about you? What did it say about your level of skill?
- Why do you want this job? What caught your interest? How well do you match the lists of essential and desirable skills and what stories can you tell to illustrate that ?
- If you will have some learning needs to meet all of the requirements for the job how will YOU take responsibility for taking responsibility for that? Work out a plan.
Now is not the time to be shy or coy about your abilities. Interviewers are not ( usually) mindreaders! You need to talk your way into a great job .
There are of course no guarantees - you may just not be the right person. But at least you will know you did the best you could and take what you learned with you to the next interview.
If you would like more information on coaching for interviews just get in touch
jackie@consultcameron.com
Twice in the past few weeks clients have told me that they missed out on the job they went for and in the feedback they were told that it had gone to an internal candidate. Both of them felt a mixture of disappointment and annoyance that they had gone to the trouble of applying when it seemed most likely that an internal candidate would always stand a better chance. After all the recruiters already know the quality of their work - and the candidate already knows the business well ensuring that the answers they give hit the mark.
Now I can’t make up my mind if it is as cut and dried as that . Nor can I decide whether the person giving the feedback needs to say so.
On the other hand some time ago another client applied for an internal promotion. It was the organisation’s policy to open the application process up externally. She had already been “acting” in post for a while and - by all accounts - was doing a grand job . She understood the rules but felt that having to apply for a job she had already proved she could do was just a bit - well - insulting I guess. She did get the job and the feedback she got was that - unless one of the other candidates was truly outstanding - that would always have been the case. And that made me angry. Because to me that meant that my client had jumped through hoops to make sure some boxes could be ticked and the other applicants had been treated disrespectfully as they were really there to make up the numbers.
I hold up my hand - I am taking a biased view on this issue as I care about all of the people I mentioned. So please help me out here and share your own stories.
I spoke to a lady in her mid 30s the other day who told me that she had applied for another job outside of the organisation she had been with since she left school. A friend had pointed her to the vacancy advert and said that it was made for her. The lady herself was not so sure but thought that there was no harm in applying “just to see” and, much to her surprise , she had been invited to interview. She was now panicking. “I have not been for an interview in nearly 20 years and I don’t remember much about it - except that I was really nervous. ”
Before I started working with her I made one thing clear. Interviewers often have an “ideal person” in mind for the vacancy. If your CV has got you to the interview you must have met the qualifications and job specification requirements. Decisions about you - who you are and what you have to offer as a person and potential member of a team - will be made when they meet you. In the short time that you will be together it is crucial then that you present yourself in a way that shows you at your best!
OK - that might appear obvious but you would be surprised how many people go into and interview thinking that they will be just asked about work and and the task. Good interviewers will ask questions which will give them a whole lot more than that.
So let me help with some tips for preparation. Think about
- what you are really good at in your current role - especially if these skills are crucial in the new job - and provide evidence eg feedback from your manager or clients
- what you particularly enjoy doing at work.
- whether you like to take on quirky projects or prefer the routine.
- the changes and development in your current job. How did they come about ( promotion or did you seek them out?) and what were the benefits - for you and your employer.
- how you are in a team. If you have worked in many different teams what have you noticed about your role? How do you contribute?
- what you do outside of work which might benefit your employer eg any volunteering work, teaching/tutoring.
- how you are working to deadlines or in a crisis.
These are just some suggestions to get you thinking.
You will probably be asked to tell stories. Questions might go something like ” We work to tight deadlines. Tell us about a time where your contribution made the difference to meeting a deadline or not” or “Depending on what our clients want we create teams to meet their needs. Tell us about a time when you took on a role in a team that worked really well or was particularly challenging”.
There is nothing more disappointing for an interviewer than when a candidate cannot tell their own story.
I offer coaching for interview ( face to face locally and by phone) which includes this sort of preparation and if you want more details just get in touch. You might be happy talking it through with an objective family member or good friend. Whatever you do though - focus on your positives - and emphasise them. You may be asked about what you think is your greatest weakness ( though personally I think this is a bad question…) so be prepared to tell the interviewer about something that you are working hard on improving not that you have just given up on. Another favourite is ” where do you think you will be in 5 years time?”. I know that this will depend on many things but it might be a good idea to do some dreaming and forward planning?
And some practical things
- get details of the format of the interview if they are not included in the invitation letter
- think about what you are going to wear and polish your shoes, tidy your hair and make sure your nails are clean and tidy!
- practice your handshake - and your smile
And finally - if you are not offered the job - ask for feedback. If there is a glaringly obvious reason ie you insulted the interviewer you will know why but small things can make a difference and it is good to know to bear it in mind next time.
