Saving an Interview and Landing a Job

January 23, 2013

With an Interview Presentation This Could Happen to You!

Joe, a senior salesperson for a digital machine company, was contacted by an executive recruiter about a position at another digital machine company. Joe was interested in the position and asked the recruiter to set up an appointment with Ron, the hiring manager. As is often the case with busy executives, finding a time to meet was difficult, and the meeting was rescheduled multiple times over several weeks. While Joe and Ron were finding a time to meet, Ron’s company identified an internal candidate and offered her the position.

Because Joe was a senior executive and Ron did not want to cancel again, Ron decided to meet with Joe even though the job had already been offered to an internal candidate who Ron believed would probably accept the job. The meeting was on a hot July day in the late afternoon in a hotel in Center City Philadelphia. Due to traffic and parking, both men arrived a little late, sweaty, and harried. Wanting to limit the interview time, upon sitting down Ron told Joe that he had a dinner with a client scheduled and that he had about 45 minutes to meet. Joe had prepared an interview presentation, and he said, “I’ve prepared a presentation about how my background and skills match the critical requirements of the job and why I’m a good candidate for the position. Because our time is short, maybe we can just go through presentation together.”

iBest Interview Presentation

Use a presentation to win your interview.

Ron was relieved to have Joe take the lead and not have to run a “lame duck” interview. Joe took Ron through the presentation page by page. Because he knew the industry, in the questions section Joe included a question about a challenge with which every digital machine company was struggling. Ron said, “We’re trying to come up with strategies for this problem- let me tell you some of our thinking.” Ron went and got a napkin and began to draw diagrams.

Forty-five minutes later, Joe and Ron were still discussing potential strategies to solve the problem. Did Joe get the job? No, he didn’t, because the internal candidate got it. However, Ron went back to his boss, showed him the interview presentation, and convinced him to create a position for Joe, which Joe took. Without the presentation, Joe and Ron would have met for 45 minutes, and Joe would’ve been forgotten as soon as Ron’s dinner started. The presentation gave Joe a way to structure the interview and present information he wanted Ron to know in a brief amount of time, and it gave Ron a printed document to show his boss. The presentation was an interview- and life-changer for Joe.


Job Interview- Who do You Think is in Control?

January 3, 2013

  1. Active Interviewing

    Who is leading this process?

Here is an interesting and pertinent question: Who is in control of a sales call? One might argue that the purchaser decides the time, place, format, participants in the sales call, and service requirements, and they make the final decision; thus, the purchaser is in control. This is all true; however, a skilled salesperson actively manages the sales process, influencing and guiding the sales decision. When you walk into a car dealership or an appliance store, the salesperson takes you through a sales process, hopefully leading up to a sale. You are in control of the purchase decision, and they are in control of the sales process. If they are good, then even if you spend more money than you intended, you end up feeling positive about the experience and your decision.

So who is in control of the interview? Over the years, I have spoken with thousands of job seekers about their interview experiences. The most common complaint is that the interviewer spent the entire time speaking about himself or the company and didn’t get to know the candidate. I often ask the job seeker, “Why did you let the interviewer get away with that?” Their typical response is, “What could I do? They control the interview.” Well, what would a good salesperson do? A salesperson would take charge, guide the interview, and introduce the information she thinks the interviewer needs to know about her.

A very common misconception about interviews is that the interviewer likes being in control, and any effort to take control will doom any hiring chances. My clients’ experience has been exactly the opposite: Hiring managers love to share control and be “sold” by candidates. Remember, typically you will have an unskilled interviewer stressed by making a critical hiring decision. When a candidate essentially says, “Sit back; let me take the lead and present the information you need to know to make a good decision,” most interviewers are thrilled and relieved. Only once in hundreds of interviews has an interviewer not wanted to see and hear a candidate’s interview presentation. That one time was a human resources representative doing a screening interview; the hiring manager loved the presentation.

This brings us to a related question: Who is to blame for a bad interview? The answer typically depends on whom you ask. The interviewer will blame the candidate for lack of preparation, lack of company knowledge, poor answers to questions, lack of good questions to ask, improper interview behavior, and so on. The candidate will blame the interviewer for lack of preparation, withholding information about the position, turning the interview into a cross-examination, showing up late, and/or asking questions unrelated to job skills. My answer is, the blame for a bad interview is shared, although the problem of a bad interview is unfortunately yours. Good candidates are prepared with a number of interview strategies that will save the interview and win the job.