Apr, 2018

HR Spies

HR SpiesI heard this story a few weeks ago:

A woman was interviewing for a mid-management position. I can't remember what kind of company, but I remember she had to fly in for the interview.         

They sent a driver to pick her up from the airport. When she walked into the public arrivals area, he was holding a sign with her name on it.

He was a late-middleaged guy, probably in his early 60s.          

Humble, soft spoken, unassuming.         

He took her to the hotel, then came back a few hours later to drive her to the interview. Along the way, they talked about the local area. She asked a lot of questions -- about the company, the lifestyle, the kind of people he met.

The interview lasted about an hour, and when she stepped out, the driver had been waiting patiently for her to finish. He drove her back to the hotel, and then wished her a pleasant evening.

Now, we've all heard stories about HR "spies".      

But this man wasn't just a spy -- it turns out he was the decision-maker.

He does this for all his most important hires. He picks them up from the airport, under the guise of being "just a driver", takes them to and from their hotel, and waits outside while they interview.

Why does he do this?

Why isn't he in the interview room with the others?

Here's why:

Many folks believe that, when it comes to interviews, it's the most qualified candidate who gets the job. But this isn't entirely true.

Competence is important. In many ways, though, it's a "price of entry". You need to convey competence to land the job, but it isn't enough.

Consider two (hypothetical) candidates -- Martha and Patricia.

Patricia is marginally the most competent. She has more direct experience than Martha and several impressive accomplishments in a similar role.

Martha is experienced too, but she's from a different field. However, the hiring manager likes her better. She's easier to get on with. She asks good questions. She responds to criticism and challenges very well.

Who do you think is going to get the job?

When it comes to finding the right person to join your team, most hiring managers would prefer the candidate that's easier to get on with.

Why? Because they need to find someone who will add to and enhance their team's culture, someone they would feel comfortable working with every day.

In short, hiring managers want a candidate who is likable.

That's why Interview Success Formula isn't only about showing interviewers that you're competent -- it's also about winning them over on a more human level, earning their trust and respect, and helping them see you as someone who belongs on their team. Because this is what it takes to succeed.

That's enough advice for one day. I hope it helps.

Read 1221 times Last modified on Sunday, 22 April 2018 11:38
Alan Carniol

Alan is the creator of Interview Success Formula, a training program that has helped more than 80,000 job seekers to ace their interviews and land the jobs they deserve. Interviewers love asking curveball questions to weed out job seekers. But the truth is, most of these questions are asking about a few key areas. Learn more about how to outsmart tough interviewers by watching this video.