The Key Factors

The Purpose of This Book

The purpose of this book is to demonstrate a new technique: to think beyond the questions and answers as the only way to prepare for an interview. By learning to "read between the lines," this book will show you how to think like an interviewer. You can stop worrying about the question being asked, and start thinking about the concern behind the question.

How Is This Book Different?

The methodology used in this book is a way of preparing for the interview by focusing on the required factors of the job as the basis for preparation rather than focusing on the questions that may or may not be asked. I have been using this method of interview preparation for the past 15 years with thousands of clients who consistently send me feedback on the great interview results they've had. The method is simple enough: instead of focusing on the questions, we focus on the key factors needed to do the job, and why the interviewer is asking the question. In other words, what's behind the interviewer's question? This method of preparation takes more effort because you will approach each job as a new project that has its own specific factors. By identifying these key factors and revealing what is behind the interviewer's questions, you will have a better idea of what the interviewer is looking for in a candidate.

The best way to leverage these identified factors is by brainstorming and writing stories to use in your interview based on them. Ultimately, you will be more prepared and confident in letting the interviewer know not only that you can do the job, but that you are the right person for the job. The best and only way to let the interviewer know you can do the job is to first have an understanding of the job and what the interviewer is looking for in the ideal candidate.

The Three Main Concerns in Interviews

In this book, we will look at the concerns from the interviewer's point of view as well as from your point of view. The three main concerns listed below will be covered in-depth in Chapters 2, 3, and 4 of this book.

Concern 1: "Can he or she do the job?" Your job in an interview is to show the interviewer that you can "do the job." There are three categories of skills you need to do just that: knowledge-based skills, transferable skills, and personal traits. Combined, these skills and traits identify you as an individual and are a part of your personal brand. They make you stand out to an interviewer as a person who has what it takes to perform the job.

Concern 2: "Do we like this candidate? Will he or she fit in?" Although this concern is somewhat out of your control, it is your job to believe in yourself as the best person for this job. There will be no place for false modesty here. If the interviewers do not get to know you, they won't know if you are a person they want to be part of their team. Chapter 3 of this book will help you prepare to help the interviewer get to know you, "the person."

Concern 3: "Can we afford this candidate?" Money is a factor in any business transaction, and the interview, or hiring process, is no exception. Salary issues during the interview and how to deal with the sensitive questions about money will be covered in-depth in Chapter 4 of this book.

Proper Preparation Prevents Poor Performance

Would you believe that many people don't bother to prepare for an interview because they just don't know what to prepare? They don't know what to expect in the way of questions, so they don't bother practicing or writing out examples. And, surprisingly, sometimes this works. But most of the time, "winging it" does not work. So, how can you prepare for this interview if you don't know what's going to happen when you get there? Let's begin by thinking about what an interview involves.

Just what is an interview, anyway? You could, more than likely, find a number of answers to this question. Using Wikipedia as a source, it seems the definition of an interview depends on how specific you get with your question.

Wikipedia defines an "interview" as: "a conversation between two or more people where questions are asked by the interviewer to elicit facts or statements from the interviewee." However, Wikipedia's definition of a "job interview" differs: "a process in which a potential employee is evaluated by an employer for prospective employment in their company, organization, or firm."

So, according to Wikipedia, an "interview" is defined as a conversation to elicit facts and statements from someone, perhaps a news figure interviewing a celebrity. On the other hand, the "job interview" is an evaluation by an employer to see if the person being interviewed is the best person for the job.

If we work with these definitions, it makes a difference to the type of questions that will be asked in a job interview versus those asked in an informative interview. When you think of an evaluation you might think "judgment." And, that's exactly what is happening in an interview: you are being judged. The interviewer is asking himself: "Is this the person I want to work with? Is this the person we want on our team?"

Looking at the job interview in this light, you can see why people get nervous, their palms get sweaty, and they fail to be themselves in an interview. It's absolutely natural to feel nervous if you are being evaluated or judged. To be extremely nervous or uptight is also the quickest way to fail an interview. One of the secrets of successful interviewing is to be "yourself." You can't be yourself in an interview if you are feeling like you might fail the test. As a result, the interviewer doesn't have an opportunity to get to know "the real you"—who you are and whether you will fit into the situation. How can someone decide if he or she would want to work with you if he or she doesn't get to know you? You can see how this is a "lose/lose" situation.

In a recently conducted informal survey, it was found that most candidates' number one fear in an interview is that they won't have the answers to the questions they will be asked. The problem is how can you possibly know what questions will be asked?

Up until now, your focus in preparing for an interview may have been to read the job description and prepare possible questions and answers that may or may not be asked, and trying to memorize the best answers. If that has worked for you, then there is no need to change. But, if you want different results than what you've been getting, this book is for you. We will look at a new way to prepare for each job interview by studying the job description or job...