Every week, NETSHARE hosts Ask the Coach, a phone-in coaching session with leading career management experts. Here is a post contributed by CEO coach
In the last Ask the Coach call, Nancy asked how to promote corporate likeability – one of the most important factors in making a hiring decision. While you can’t always control chemistry in an interview setting, you are not powerless. What happens when you really want the job and the fit is right. Can you make chemistry happen?
It is not uncommon for interviewees to not have a good chemistry with someone involved in the interviewing process (especially if there are several influencers involved in the decision-making process, as in multiple or panel interviews). In this instance, you may still want to be selected for the job. Often these same people can become your allies once you are on board.
To help build chemistry with one, or even several interviewers, build a rapport from the first minute of contact. Some interviewers will decide then and there whether they ‘like’ you or not. Others will reserve judgment, but many will decide (according to Lou Adler) whether they want to hire you or not within the next 30 minutes.
Most executives know about basic interview skills: building rapport, making great eye contact, and mirroring body language. Just as important, and not always mentioned, is the importance of zeroing in on the other person, their interests, their agenda and their challenges. So often we talk more about ourselves rather than focusing on the needs of the other party in our discussions.
To build chemistry and likeability ask questions. Ask good ,solid interesting questions about the other person. A few semi-personal questions can work well, such as “Susan, what brought you to XYZ company?”, “How long have you been here?”, and “What have you enjoyed most about working here?”.Or ask slightly more personal questions to build rapport, such as “Selah? Now, that’s a lovely name, does it have a particular meaning?” or “Oh, are you from… originally? I’ve had a chance to visit there and loved it…”, etc.
Once you get past these preliminary questions, create a businesslike discussion with a consulting mindset and probe for challenges that you can help solve. Asking “What is the biggest challenge you are experiencing that this position can help with?” is an excellent way to talk more about them and less about you. If your solutions can make their lives easier and make them look good in their work, you will be fostering likeability and chemistry. People are people, after all, whatever level they may be in the corporate hierarchy.
Remember, authenticity attracts; artifice repels. Know the difference!
Trying hard to be liked in an interview is artificial and degrades trust rather than builds it. People sense when you are not yourself; it's off-putting. Trying too hard is different than nervousness – people can tell the difference between nervousness from artifice. Artifice is not compelling, and it actually detracts from your good impression. But showing genuine interest and helpfulness is not artificial, it's good business!
Focus on being you, projecting your executive brand, your personal brand, and the proof of performance that supports your value proposition. Ask questions; direct your attention to the other person and the needs of the company. Transform an interview into a business planning session where you become a trusted resource and you won't have to try hard to be liked. If the fit is right, the offer will happen.
