The Facebook “Your Memories” feature can sometimes be an interesting thing. Yesterday, this memory from four years ago came up on my Facebook feed, and it’s one I want to share.
I think I’ve discovered the secret to great interviews — and I’m sharing this for the benefit of other job seekers like me.
Based on some resources that I’ve read (including “What Color Is Your Parachute?”), most job seekers go to an interview wanting to know, “what’s in it for me?” What they *should* be doing is asking the company, “what’s in it for them?” In other words, ask the company what they want and what you can do to fulfill it. Sell yourself on the precept of what value you bring to the company.
For the past two days, I’ve gone into interviews with this mindset, and it has served me well. It’s one of the reasons why I feel like I aced yesterday’s interview. Also, during this morning’s interview, I asked the question, “what are intergroup dynamics like? What other groups do you work with, how are the relationships, and what can I do to improve them?” When I asked that, I saw nods around the room that said, “that’s a good question!”
It’s too soon to say whether or not I landed either job, but I feel like I interviewed well, and I feel like I have a fighting chance.
Ever since I had this revelation four years ago, I’ve used this approach in every single job interview. I won’t say that I aced every single job interview — I didn’t — but this mindset has made for better interviewing on my part.
Let me back up a little before I delve into this further. It’s been often said that you should never not ask questions at a job interview. Asking questions demonstrates that you’re interested in the job. I’ve heard stories where a job candidate completely blew the interview simply because he or she did not ask any questions. Not asking questions demonstrates that you’re indifferent toward the company or the job.
That said, it’s also important to ask the right questions. Never ask about salary or benefits (as a general rule, I believe that you should never talk about salary or benefits, unless the interviewer brings it up). If at all possible, try to avoid questions that ask, “what’s in it for me.” Instead, ask questions that demonstrate, “how can I help you.”
Employers are nearly always looking for value, and their employees are no exception. When interviewing potential candidates, they look to see what kind of value the candidates offer. For me, I go to every job interview with a number of questions that I’ve formulated in advance — questions that demonstrate I’m interested, and I want to help. For example, one question I always ask is, “what issues does the company or organization face, and how can I help address them?” I’m asking what I can do for them. It shows that I’m interested, and it shows that I’m willing to lend a hand.
For your reference, I found this information in my local library. A couple of books I would recommend include the most recent edition of What Color Is Your Parachute? and Best Questions to Ask On Your Interview. Among other things, these books provide ideas for questions for you to take with you to the interview. Much of this information is also available on the internet; do a search and see what you can find.
I would also consider attending seminars and conferences, if you are able to do so. For example, Thomas Grohser, one of my friends on the SQL Saturday speaker’s circuit, has a presentation called “Why candidates fail the job interview in the first minute.” I’ve sat in on his presentation, and I would recommend it to any job seeker.
I won’t say that this mindset guarantees that you’ll get the job, but it will increase your chances. This approach shows the interviewer that you’re interested, and you can add value to the organization.
Best of luck to you in your interview.