Real interview tips
Discussion
Now I have been looking into this for a while and most of it is already stuff I try and do, most of the stuff you get online is generic stuff that is obvious to most of us.
Just had an awful month, 5 interviews, no offers, all valid reasons but I am seeming to be unable to get past that one son of a gun who is slightly better. I work in the manufacturing sector, above the basement level and all the jobs I applied for I could do, maybe needed elements of experience which was the main feedback. I may have been up against internals, or people who worked at a place before and was unlucky with one where I interviewed and they lost a client just after.
But I do feel perhaps a different or better interview technique could have perhaps got me closer. I have answers in my head for the tricky questions, perhaps I waffle too much, or am honest about what I can and can't do. Main reason; I contracted for years and being honest is vital in that sense as if you say you can do things but can't you will get found out quickly, I do not believe in saying I can do something I can't and will try and work around it, but asked a direct question I cannot lie. It just feels wrong.
Is there any true coaching out there, (affordable and linked to this kind of work rather than go getter management type work as most seems aimed at)? or places to really garner some info that might help out, it's very frustrating and debilitating to get so close and done over 5 times in a week.
Just had an awful month, 5 interviews, no offers, all valid reasons but I am seeming to be unable to get past that one son of a gun who is slightly better. I work in the manufacturing sector, above the basement level and all the jobs I applied for I could do, maybe needed elements of experience which was the main feedback. I may have been up against internals, or people who worked at a place before and was unlucky with one where I interviewed and they lost a client just after.
But I do feel perhaps a different or better interview technique could have perhaps got me closer. I have answers in my head for the tricky questions, perhaps I waffle too much, or am honest about what I can and can't do. Main reason; I contracted for years and being honest is vital in that sense as if you say you can do things but can't you will get found out quickly, I do not believe in saying I can do something I can't and will try and work around it, but asked a direct question I cannot lie. It just feels wrong.
Is there any true coaching out there, (affordable and linked to this kind of work rather than go getter management type work as most seems aimed at)? or places to really garner some info that might help out, it's very frustrating and debilitating to get so close and done over 5 times in a week.
ceesvdelst said:
am honest about what I can and can't do. Main reason; I contracted for years and being honest is vital in that sense as if you say you can do things but can't you will get found out quickly, I do not believe in saying I can do something I can't
BZZT! Thanks for playing. Have you had a nice time? 
Best thing I can suggest - go over the advert\job spec with a fine tooth comb. Have a "yes" answer for EVERYTHING they ask for, even if it does involve stretching a point.
The interview is a sales pitch - saying "no" is a red flag, especially when you think that the other candidates probably have fewer scruples than you.
shtu said:
ceesvdelst said:
am honest about what I can and can't do. Main reason; I contracted for years and being honest is vital in that sense as if you say you can do things but can't you will get found out quickly, I do not believe in saying I can do something I can't
BZZT! Thanks for playing. Have you had a nice time? Best thing I can suggest - go over the advert\job spec with a fine tooth comb. Have a "yes" answer for EVERYTHING they ask for, even if it does involve stretching a point.
The interview is a sales pitch - saying "no" is a red flag, especially when you think that the other candidates probably have fewer scruples than you.
For example,
"Have you ever used 'proc fcmp'?"
"No, that's not something I've heard of, what is it?"
"It's a procedure that allows you to create SAS functions"
"That sounds interesting, we've always used macros for that kind of thing but it'll be interesting to see how fcmp differs, what kind of thing do you use it for?"
etc.
And as someone who has interviewed people for technical roles, the most annoying thing the candidates would do is to try and bluff an answer they don't know. It's always obvious and sets off alarm bells.
An old boss of mine used to ask interviewees about a random term he'd made up, just to see who could admit that they didn't know.
The most simple but most often overlooked advice is to make sure your answers clearly demonstrate the qualities and attributes that the job description ask for.
The most simple but most often overlooked advice is to make sure your answers clearly demonstrate the qualities and attributes that the job description ask for.
On a slightly different tack: do be careful not to blame yourself every time you don’t get the job. Interviewing is a bit of a lottery with lots of factors completely out of your control. Doesn’t mean you shouldn’t look to improve the odds, of course, but even perfection won’t guarantee a job at every interview. Equally important is to apply for lots of jobs and do lots of interviews.
A good technique from sales is to treat every ‘no’ as a good thing: another one of the unknown number of them you always need to get through before you get to the ‘yes’.
A good technique from sales is to treat every ‘no’ as a good thing: another one of the unknown number of them you always need to get through before you get to the ‘yes’.
The best advice I can suggest is:
Before the interview think about what they will be looking for, in technical terms competencies, then come up with examples of each focusing on what the situation was, what you (not we) did and what the outcome was. Go in with 8-10 rehearsed examples and draw down from these.
Typical competencies are things such as problem solving, dealing with difficult situations/people, managing to deadlines, customer focus etc. You will often be able to pull these out from the advert or job specification if there is one, if not think about what you would be looking for if you were hiring for the role.
On top of that make sure you can share your experience of specific tools e.g. software, machines, project management techniques etc. without waffling. If you don’t have the particular experience don’t bulls
t, but do explain where you have something similar or how you could learn. If they list a particular skill and you don’t have it but another candidate does you are going to be at a disadvantage and you might want to think about what roles you are applying for or how you can learn that skill.
Most of all, be natural and try to build rapport with the interviewer, people hire people that they like. Smile, show an interest in them and the company e.g. ask them what they enjoy about working there.
Before the interview think about what they will be looking for, in technical terms competencies, then come up with examples of each focusing on what the situation was, what you (not we) did and what the outcome was. Go in with 8-10 rehearsed examples and draw down from these.
Typical competencies are things such as problem solving, dealing with difficult situations/people, managing to deadlines, customer focus etc. You will often be able to pull these out from the advert or job specification if there is one, if not think about what you would be looking for if you were hiring for the role.
On top of that make sure you can share your experience of specific tools e.g. software, machines, project management techniques etc. without waffling. If you don’t have the particular experience don’t bulls
t, but do explain where you have something similar or how you could learn. If they list a particular skill and you don’t have it but another candidate does you are going to be at a disadvantage and you might want to think about what roles you are applying for or how you can learn that skill.Most of all, be natural and try to build rapport with the interviewer, people hire people that they like. Smile, show an interest in them and the company e.g. ask them what they enjoy about working there.
These days interviews are almost always about selling yourself and spewing believable BS. Why? because you'll be interviewed by a manager who has never done and knows very little about the job they're interviewing for.
How else do you think so many incompetent people are getting good jobs?
I've been for technical interviews where the questions being asked were purely the sort of question you'd be asking of a potential salesman.
Try to figure out who the interviewer is and get an idea of their level of knowledge/skill during the beginning of the interview, you can check out Linkedin too, but bare in mind i've been interviewed by idiots with top degrees, who've worked for prestigious companies.
Once you understand where there level is and what they're "good at", you need to tailor what you say to impress without coming across as a threat.
For me it's really difficult, because i'm an engineer, so BS and small talk really don't come naturally. When I interview with an engineer I do well because I can show a genuine interest, but when i'm getting asked about what software I have experience of, I end up going way over their heads with CAD stuff and C++, because Word, Access, PP and Excel are so simple that any idiot could use them and they're not something I consider relevant, I view them as something similar to a screwdriver, useful but not really rocket science.
How else do you think so many incompetent people are getting good jobs?
I've been for technical interviews where the questions being asked were purely the sort of question you'd be asking of a potential salesman.
Try to figure out who the interviewer is and get an idea of their level of knowledge/skill during the beginning of the interview, you can check out Linkedin too, but bare in mind i've been interviewed by idiots with top degrees, who've worked for prestigious companies.
Once you understand where there level is and what they're "good at", you need to tailor what you say to impress without coming across as a threat.
For me it's really difficult, because i'm an engineer, so BS and small talk really don't come naturally. When I interview with an engineer I do well because I can show a genuine interest, but when i'm getting asked about what software I have experience of, I end up going way over their heads with CAD stuff and C++, because Word, Access, PP and Excel are so simple that any idiot could use them and they're not something I consider relevant, I view them as something similar to a screwdriver, useful but not really rocket science.
The questions the candidate asks are a good indication of whether they have researched the company, care about being there, have thought about the impact they can have on the company, show initiative. Good candidates have a list some of which will have been answered in the interview. Things like...
How do you get things done in the company culture?
What is your key priority which you would want this role to solve?
What does success look like in 12 months
How do you get things done in the company culture?
What is your key priority which you would want this role to solve?
What does success look like in 12 months
The jiffle king said:
The questions the candidate asks are a good indication of whether they have researched the company, care about being there, have thought about the impact they can have on the company, show initiative. Good candidates have a list some of which will have been answered in the interview. Things like...
How do you get things done in the company culture?
What is your key priority which you would want this role to solve?
What does success look like in 12 months
Surely the answer to those is obvious...... They're really surface level questions, I don't see the point in asking such questions just to feign an interest in the business.How do you get things done in the company culture?
What is your key priority which you would want this role to solve?
What does success look like in 12 months
Best interview I had was at Lotus cars, no formal list of questions, just a chat between 3 like minded engineers from different disciplines. That's how an interview should be IMO.
The jiffle king said:
The questions the candidate asks are a good indication of whether they have researched the company, care about being there, have thought about the impact they can have on the company, show initiative. Good candidates have a list some of which will have been answered in the interview. Things like...
How do you get things done in the company culture?
What is your key priority which you would want this role to solve?
What does success look like in 12 months
If you had asked me any of those questions (like that) in an interview, I very much doubt I would have employed you.How do you get things done in the company culture?
What is your key priority which you would want this role to solve?
What does success look like in 12 months
lyonspride said:
These days interviews are almost always about selling yourself and spewing believable BS. Why? because you'll be interviewed by a manager who has never done and knows very little about the job they're interviewing for.
How else do you think so many incompetent people are getting good jobs?
Just because it is your experience of managers, doesn't mean they are all the same.How else do you think so many incompetent people are getting good jobs?
Maybe incompetent people are getting jobs because they are good at BS.
Some interesting replies.
I am not a salesman and not a high management level, simply a bod looking for a job but not an entry level candidate so above average experience.
have had everything in feedback from gaps in CV (lots of years contracting, I explain this well, diversity, differing challenges) and times when you are not working between jobs.
How do you cover the fact you contracted for years, that side of working is now very different, and you are looking for more security etc? Surely it's that simple. These people have never likely contracted before so I am an easy target, "oh hell sod off if he gets a better offer" I explain it as best I can as not being the case but not much I can do, some people like the experience, some obviously don't like the job hopping aspect of contracting.
The lying thing i just can't do. Went for a service tech role recently, I have the inhouse experience but not the going out to sites, I cant lie about that as the guy was there, he would ask something simple and I would have to fudge it I would rather not put myself in that position, I had worked at a place he had, and I think he presumed I had done more than than was actually the case, so they basically said no form that.
Aerospace job, worked there before temping, in a different area, interview went well, great answers, etc. Again more experienced guy gets job apparently. Same with a smaller company locally, interview went well was told so on phone, but yet again more experience trumps me, in certain areas.
I am not a salesman and not a high management level, simply a bod looking for a job but not an entry level candidate so above average experience.
have had everything in feedback from gaps in CV (lots of years contracting, I explain this well, diversity, differing challenges) and times when you are not working between jobs.
How do you cover the fact you contracted for years, that side of working is now very different, and you are looking for more security etc? Surely it's that simple. These people have never likely contracted before so I am an easy target, "oh hell sod off if he gets a better offer" I explain it as best I can as not being the case but not much I can do, some people like the experience, some obviously don't like the job hopping aspect of contracting.
The lying thing i just can't do. Went for a service tech role recently, I have the inhouse experience but not the going out to sites, I cant lie about that as the guy was there, he would ask something simple and I would have to fudge it I would rather not put myself in that position, I had worked at a place he had, and I think he presumed I had done more than than was actually the case, so they basically said no form that.
Aerospace job, worked there before temping, in a different area, interview went well, great answers, etc. Again more experienced guy gets job apparently. Same with a smaller company locally, interview went well was told so on phone, but yet again more experience trumps me, in certain areas.
HappySilver said:
Before the interview think about what they will be looking for, in technical terms competencies, then come up with examples of each focusing on what the situation was, what you (not we) did and what the outcome was. Go in with 8-10 rehearsed examples and draw down from these.
+1Best advice on the thread so far.
Drumroll said:
lyonspride said:
These days interviews are almost always about selling yourself and spewing believable BS. Why? because you'll be interviewed by a manager who has never done and knows very little about the job they're interviewing for.
How else do you think so many incompetent people are getting good jobs?
Just because it is your experience of managers, doesn't mean they are all the same.How else do you think so many incompetent people are getting good jobs?
Maybe incompetent people are getting jobs because they are good at BS.
Nobody can say that everyone in every case is the same, there are good and bad, but from what I can tell, we've gone from having majority management who worked their way up (1900-1980), to majority graduate managers (1980-2000) and now onto majority BSing backstabbers (2010 to date). When I say "majority", that's basically anything over and above 50%.
People BSing their way into roles they can't do, is really nothing new, it's just easier now as we live in a society that expects all the traits of a saleman, for every job going.
DaveTheRave87 said:
An old boss of mine used to ask interviewees about a random term he'd made up, just to see who could admit that they didn't know.
Setting interview traps is unprofessional behaviour.A professional interview is supposed to be a 2 way dialogue to test for cultural/personal fit, etc. Not trying to trip people up.
Drumroll said:
The jiffle king said:
The questions the candidate asks are a good indication of whether they have researched the company, care about being there, have thought about the impact they can have on the company, show initiative. Good candidates have a list some of which will have been answered in the interview. Things like...
How do you get things done in the company culture?
What is your key priority which you would want this role to solve?
What does success look like in 12 months
If you had asked me any of those questions (like that) in an interview, I very much doubt I would have employed you.How do you get things done in the company culture?
What is your key priority which you would want this role to solve?
What does success look like in 12 months
I tend to do a few things before an interview to prepare.
Go over the job spec and actually pay attention to what they are asking for. If you are an IT technician and the job you apply for is IT technician, don't assume that you will be prepared for everything they want based on experience. For example, If they ask for specific experience of a certain tool and you've only used a different tool, read up on what they use. You can then say "I haven't used X but I am very knowledgeable about Y which does the same functions.and I know that X works in this way...
Try and spin any negatives into a positive or explain how you can turn the negative into a positive. For example, if they ask what your weaknesses are, don't list too much but mention something and say "however, I can get around that by doing x" or "with a development plan in place I'm eager to learn y", etc. Basically, list what you are good at and if there are areas that need a push, state that you can develop that or explain how you can overcome it.
Prepare some good questions for them. If they have answered those in the interview, just tell them that you had some but they have answered everything.
I used to interview in my last role, most of the time it is a tick box exercise to see if you can do the role but also that you can fit in and have the right personality for the team you will be in or the people you will have to work alongside. I've had some strong technical candidates that wouldn't last 2 seconds with some of the shop floor factory users and some that I felt wouldn't fit in with the team at all. The ones that did well could do most of the tick boxes but also had something about them that made me feel they would be a good fit.
A lot of the times it is a lottery. I have been offered jobs where I didn't think the interview went well at all and been knocked back on other jobs where I thought I'd nailed it. Good luck!
Go over the job spec and actually pay attention to what they are asking for. If you are an IT technician and the job you apply for is IT technician, don't assume that you will be prepared for everything they want based on experience. For example, If they ask for specific experience of a certain tool and you've only used a different tool, read up on what they use. You can then say "I haven't used X but I am very knowledgeable about Y which does the same functions.and I know that X works in this way...
Try and spin any negatives into a positive or explain how you can turn the negative into a positive. For example, if they ask what your weaknesses are, don't list too much but mention something and say "however, I can get around that by doing x" or "with a development plan in place I'm eager to learn y", etc. Basically, list what you are good at and if there are areas that need a push, state that you can develop that or explain how you can overcome it.
Prepare some good questions for them. If they have answered those in the interview, just tell them that you had some but they have answered everything.
I used to interview in my last role, most of the time it is a tick box exercise to see if you can do the role but also that you can fit in and have the right personality for the team you will be in or the people you will have to work alongside. I've had some strong technical candidates that wouldn't last 2 seconds with some of the shop floor factory users and some that I felt wouldn't fit in with the team at all. The ones that did well could do most of the tick boxes but also had something about them that made me feel they would be a good fit.
A lot of the times it is a lottery. I have been offered jobs where I didn't think the interview went well at all and been knocked back on other jobs where I thought I'd nailed it. Good luck!
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