I remember my very first interview coaching client like it was yesterday (even though it was seven years ago!). At the end of the practice interview, I asked him what he felt worked well before I provided my input. He replied, “I did a good job answering all the questions.”
He was right – he did provide a response to each question. However, where he missed the mark was in the specifics; he neglected to provide examples from his career past and kept all details at a high level. His responses would have made it hard for the interviewers to assess whether he could do the job, even though his resume indicated he was qualified.
Does this sound familiar? Do you hear from clients that they answered the questions well, when you know their responses would not secure the job?
As career professionals, we can add significant value for clients by coaching them on the most effective ways to respond to interview questions, in a way that conveys impact and value. In fact, of all the services I offer, I love interview coaching the most. It is incredibly rewarding to be able to help a client strengthen their confidence, work through their fear and prepare for an interview so they land a job they really want. I often hear cries of “but this is so much work!” It absolutely is, but if a client really wants the job, then they need to invest a proportional amount of preparation to reflect this desire.
So, how can you help your clients interview with success? Here are some tips you can share in your next interview coaching session:
- Forecast questions using the job posting: Generally speaking, companies will ask questions about skills and competencies highlighted in the job posting. For instance, if the job involves accurately inputting data, a question that may be asked is “Tell us about a time where you recognized a discrepancy in your work – how did you respond?” Or, if the role involves leading teams, a good question would be “describe how you motivate team members.” The clues are right in the posting.
- Document responses to forecasted questions: I encourage my clients to type out these responses so they have a “cheat sheet” to refer to on the day of the interview. And we all know the STAR format – situation, task, action and result. Clients often get lost in sharing the contextual details of their story, because they feel they need to help the interviewers fully understand the situation (or problem) before they can describe how they solved it. Here’s a framework that can help clients structure their responses without the answer becoming a “runaway train”: situation = 2 sentences, action = 4-8 sentences (depending on the complexity of the issue) and the result/outcome = 2-3 sentences. And a bonus – adding in what they learned or an insight that helped them take action.
- Create a matrix of examples by theme: This can complement the client’s work documenting responses to specific examples. The matrix would be one page – on the left side, list all the themes from the job posting (eg. customer service, leadership, project management). On the right, briefly describe two specific examples of how the client has applied this in their career. This way, if there is more than one question on a single theme from the job posting, the client has another example ready.
- Provide specific examples even if the question doesn’t ask for one: By providing evidence and proof for as many questions as possible, the client can showcase their fit for the job. For example, for the question “describe how you build relationships with external stakeholders,” the client can describe their approach, then anchor their response with a specific example from their work experience. And, if the client had to work through some challenges to build this relationship, this makes a great story to share!
- Be especially ready for key questions that are prone to rambling answers: “Tell me about yourself” is one such question where clients can lose the interviewers in the details. Clients can answer this question like they are responding to the question “Why should we hire you?” First, they should summarize their experience (including sectors worked, positions of escalating responsibility and education necessary for the role). Then, they should highlight skills they have developed over their career that align with the job. Another question that can trip clients up is “Why are you looking for opportunities?” If they haven’t prepared their “leave story” in advance, they may end up sharing more details than they need – and with a level of emotion that they’d rather not reveal in the interview.
- Practise, practise, practise: More practice leads to increased comfort and confidence in delivering responses, and a heightened ability to recall the specific examples that showcase the client’s fit for the job.
- Use “I” vs “we”: When clients say “We led the workshop” or “We proactively resolved the client’s complaint,” it’s hard for the interviewers to know what the client’s specific contribution was. Using “I” language can clarify this.
Interviewing is a skill, and one that can be challenging to develop when nervousness or lack of preparation gets in the way. Although some clients will claim they are more effective in an interview without preparing, I never recommend to clients that they “wing it.” With these tips, you can help your clients confidently tell their “happiest ending stories” (like in a fairy tale) and secure the job they want.
