Job Corner: 3 Interview Strategies That Get Offers

Monday, March 30, 2015

Lea McLeod, GoLocalPDX Careers Expert

Cameron called me when he was gunning for a job at a top tier Portland employer. Online reviews indicated the interviews were brutal, and competition was sure to be fierce.

He was already getting tons of interviews and interest from other target employers. But he was getting zero offers. And he didn’t want to leave disappointed one more time.

As we prepared his interview strategy I saw a behavior common with so many job seekers that really hurts – treating the interview like a game of pitch and catch.

You know; sitting and waiting for the question. Responding. Waiting for the next question. Repeat. That is not a winning interview strategy.

To be successful in this interview, I knew he would need to change up his approach completely. We designed three strategies that would position him as a highly qualified candidate. Here’s what he did, and the results he got.

1. The Pain Point Strategy

The interview is not just about what you bring. It is about how you are going to use those skills to solve the employer’s business problems.

In addition to making sure he had good basics about his skill messages, we went a step further. We researched the employer, the industry, and the competitors. We read the recent press releases and news articles.

We quickly saw competitive issues brewing. A major player was planning a move into that market. The company was implementing a new business model that was getting them great PR, but wasn’t executing perfectly.

Cameron came up with ideas about how he could weave his questions and insight into the conversation about those points. That way, he was not only bringing his best side, he was showing them how he could help address those pain points.

I suggested Cameron act like he was already part of the team, and position his questions differently:

“How could I help solve that problem with the competitor?”

“Since I’m really strong at [this programming language] I’m thinking I could do [this kind of work] in addressing the issues with the new business model. Tell me more about what the team is already doing to fix that.”

When you’re addressing the pain point of the employer, you’re behaving like you already work there. And that’s part of the reason they’ll want to hire you.

2. The External Consultant Strategy

It’s worth remembering that everyone being interviewed can likely do the job. So your strategy needs to ensure you’ll stand out.

You’re there to demonstrate how you will help the organization. One way is to act as if you were an outside consultant helping them analyze the business.

I suggested Cameron go beyond the basic questions he was asking. They were tactical things like, “Are most of the projects in this language or that?” Yawn.

Instead, I encouraged him to provoke discussion by asking about the competitive issue and presenting solutions.

“What is your plan to integrate the new business model with a better performance standard? Do you have a clear sense for what’s causing the issues?”

“Do you have a plan for when Competition encroaches into this space? Have you thought about taking this action or that action?”

“Have you done a cause and effect on the software issues? If the most pressing issue in the timeline is X, what if we did Y to counteract that?”

All of sudden, he was no longer an interviewee. He was a trusted advisor.

He was asking questions, and sharing ideas.

And, because he met with 5 separate groups in one hour sessions, he had the opportunity to ask different questions of each group and get a well-rounded perspective – and share different ideas – on the issues.

Instead of an “interview” the conversation became an organic discussion of the issues at hand and how – together – they would solve them.

3. The “Act as If” Strategy

Cameron needed to stop thinking of an interview as an interview and think of it as a conversation.

It’s a conversation between you, and the employer. And in the course of that conversation, you build a relationship and you show them what to expect from you in real life, when you work on their team. Added bonus: You act As If you already worked there.

Here are three tips on how he did that.

First, don’t wait until the end of the interview to ask questions. Cameron interjected questions about competition and being an asset on the team, during the course of the interviews. By doing so he was better able to share his ideas.

Secondly, interject your ideas about how you will help the team. This is a time to demonstrate what you’ll bring. Why not also share your ideas about where you can help solve the business problem, and how you will perform when you do? Show them what they’ll get if they hire you.

Finally, build relationships. This is a time to (believe it or not) relax and act “as if” you already belong on that team. Relationships are critical in today’s work environment and you’ll be showing the team what to expect if they work with you.

Before we ended our sessions, I told Cameron to just have a conversation, bring his ideas, and speak with them as if he were consulting on how to make the organization better.

What happened?

Cameron called excited the next day. He said, “Lea, I did exactly what we discussed. I turned it into a conversation. I couldn’t believe what a difference it made. And in every one of my interviews, the people didn’t want to leave at the end of the hour.”

Needless to say, he got the offer and the job of his dreams. And he loves his work there.

All because he was willing to shake off an old mindset that wasn’t working, and embrace some new ideas. At the end of the day, he had a great conversation.

Lea McLeod helps people meet challenges in the job search – and in the job - head on. Formerly a Director Level manager at Hewlett-Packard, she hired, fired and managed people around the world. Now, she helps people find great jobs, do great work, and leave the office on time.

She created The Resume Coloring Book online course to give clients a step-by-step process for writing a great resume, at a fraction of the cost a professional would charge.

She also works with individuals and teams to make the work experience better, resolve conflict, and improve collaboration. Get started with her 21 Days To Peace At Work e-course. It’s free!