Turning "Good" Interview Responses into "Great" Ones
As a professional recruiter, I am often struck by how many job seekers answer common interview questions in theexact same way. Technically, there is nothing wrong with giving an “OK” answer that 4 out of every 5 people will give. It’s safe. But for the job you WANT, your response to every question should help youStand-Outand offer the hiring manager a taste of your‘unique value proposition’.
Here’s an example of a common question that you can turn from a Standard response into one that Stands-Out!
The Situation:You are asked by the Hiring Manger to describe your experience with a tool / skill you do not have. How do you tackle this?
The Standard Response:“It’s not hard… I can learn it.”
“I can learn it” is a nice sentiment, but you’re asking the hiring manager to essentially ‘take your word for it’ with no facts, figures, or scenarios to provide them context. “Trust me” isn’t a strong value proposition. Give the hiring manager a map of how you’ve handled a similar challenge in the past and come out on top!
The skill is clearly a pain-point, or the hiring manager wouldn’t be asking about it. Sometime, somewhere, this manager had a bad experience with someone lacking this skill. A Stand-Out response will acknowledge the skill as an important one, and offer a ‘sell-message’ outlining your past success learning new skills.
How does this help you stand out from other candidates who can also ‘learn it’, or worse, those that “have” it! Here is a better way!
The Stand-OutResponse:“I can see why that is important to you. I haven’t yet had the opportunity to work with that exact version; however, as an Analyst at XYZ Company, I was faced with learning a similar tool with very little ramp-up time. I reviewed training on my own time, collaborated with co-workers, and attended industry events to come up-to-speed and producing with the tool within 4 weeks. Before leaving that company, I even had the opportunity to train new users on it. Would that approach work in your environment, Ms. Hiring Manager?”
Here’s the framework:
Acknowledge the need is an important one
Provide a specific time and place where you learned/used a very similar skillset
Outline how you used your own initiative to learn it
Outline the success you had in learning it
Get the hiring manager’s acknowledgement that your approach would work in their environment.
That’s a response that a Hiring Manager can take to their boss or HR to argue in favor of hiring YOU over someone who has the skill.
Do you have an interview question that you’d like a recruiter’s perspective on? Add a comment – we would love to take your response from “standard” to “stand-out”!