Understanding the Interview Psyche

Get in Gear to Get the Job! Practical guidelines from Michael Associates Communications.

The CV or application form has indicated your suitability, now it's the performance of the interview that needs work..know what the "story is" and meet expectations.

Psyche of the process.
Your interviewer, be it an individual or panel, is looking for how well you will be able to do the job. Therefore he/she/they need to know what you do and how you do it, and to explain this we need to hear about specific projects, programmes delivered on time and within budget, etc., or products marketed, (whatever your industry is).

Know that you are communicating personal and professional messages as you talk.

Your underlying message throughout the interview should be that you're hard working, dedicated, results-oriented, dependable, organised, cooperative, a creative problem-solver, a good communicator, an effective project manager, a good delegator, or assigning tasks and projects to other people and following through to make sure they do them right!

This is all about creating "a feel" for how you will operate and your motivation, professional qualities and motivations.

Then you must - "Talk your answers out".

Interviews are not an essay writing competition or a short story entry, therefore as the phrase says "it's good to talk", because then as you rehearse out loud, you'll sound prepared, self-assured, and capable in the interview.

Those are among the key qualities that make a job applicant stand out among the competition and create a dynamic impression.

Always concentrate on putting your best foot forward and above all: avoid sounding or appearing tentative in your attitudes, answers, or behaviour. (If you imply that you don't believe yourself, you can be sure that an interviewer won't!).

Remind yourself that you're not going to job interviews to win any humility contests! If you don't sing your own praises at the interview, chances are, there will be no encore performance!

Know that questions are becoming increasingly scenario based and cognitive responses are expected.

In Medical Sales for example:

Questions on Product recalls could be asked.

In Management positions, questions candidates should expect are:

Tell me about the time you were most persuasive in overcoming resistance to your ideas or point of view?

Describe the most extensive planning that you have done?

For most jobs expect:
- What are your weaknesses?
- How do you deal with stress?

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