How many times have you gone for an interview and come out thinking you must have performed very well yet weeks later you don’t get the call or email inviting you to join the organisations you interviewed at?
It is agreed among many employers and HR managers that interviews are in themselves a very limited way of knowing how suitable a candidate is for the job. Candidates at interviews tend to hide their true characters and generally are trained to appear agreeable. So many interviewers devise ways to find the real characters behind the candidates.
A candidate’s personality matters a lot to employers almost as importantly as their skills and experience. For many times of jobs it is essential that a candidate have certain qualities that will enable them work well with a team and contribute greatly to the fortunes of the company.
So next time you go for an interview here are things you should look out for as they are ways the employer may test you outside the formal interview setting.
Unknown to many interview candidates their test starts immediately they step into the reception or office lobby. Do you look down on the receptionist or secretary? Do you greet anyone you meet in the waiting room irrespective of whether you think they are younger or older than you are?
The people you think their opinion doesn’t matter probably have a lot more in influencing the outcome of your interviews as in many cases they may be asked their observations on each candidate and their comportment. Employers, except in special situations, do not want to bring in arrogant and disrespectful employees so while you may sound all good and cool in the interview room the actual measure of your personality starts from the waiting lobby.
There are little pointers to how organised a candidate might be; such as their punctuality, dressing etc.
At a certain interview the interviewers noticed how a particular candidate kept having her documents falling all over the place. Her hair was disheveled and she looked a whole lot unorganised. The receptionist also noticed how plainly disorganised she was. In the end while she showed a little bit of brilliance in responding to the questions asked her the employer had to settle for other candidates who demonstrated a better level of coordination along with their brilliance.
Despite what you may think about your skills and knowledge for most non-technical or scientific jobs a great deal of your chances of getting hired after the interview depends on your likeability factor. Human Resources is a soft area and interviewers are more likely to recommend a candidate they find comfortable to relate with and easy to like especially if that candidate has a reasonable level of the expertise and experience needed.
This doesn’t mean however that you become sycophantic to your interviewers; that will most probably even affect you negatively in the eyes of many interviewers. You just need to be yourself, show more interest in the organisation and do your homework by learning all you can about the organisation and the job before the interview day.
One way to also increase the likeability factor is to indicate some interest in knowing how the interviewer (if he’s a staff of the company) got to the level he/she presently occupies. Smiling, answering questions calmly and with enthusiasm and asking the right questions about the company are some of the things that will increase your likeability with the panel of interviewers.3 Often Overlooked Qualities During Interviews That Might Get You the Job by Paul