Remember how the adults spoke in the Peanuts cartoons? Wanh-wahhh-wanh-wahhh-wah. Based on the non-response we so often get, this must be how we sound to children. This reminds me of an interview when a person with something to explain fails to do so and merrily goes about sharing their strengths, experience and the glories of hiring them. If employer’s concerns are not reduced, it all starts to sound like wanh-wahhh-wanh-wahhh-wah. Here’s how to start developing good answers to tough interview questions.
No one gets hired without answering for past mistakes, addressing employer concerns and marketing their qualifications, especially when there are major issues! A good resume may get an interview, but an honest explanation that reduces the employer’s concerns and allows the job seeker to share their qualifications gets the job!
Issues that could make employers think the person will cost them more money than he’ll make them requires a good answer…even if it’s not legal, fair or nice to ask about! They fall into 4 categories which are dealt with below. Stop and think of 3 issues for which your clients need to develop good answers.
A good answer must honestly represent the situation and the job seeker, and it must satisfy the employer which means it reduces concerns they have about hiring the person and allows the job seeker to prove he meets the needs. If it does one but not the other, it’s not good enough to get them hired.
Here is a process for addressing the four situations that require good answers. In each case, the preliminary steps are designed to reduce the concern and the final step gives the job seeker a chance to share how they meet the employer’s needs for the job. This moves the interview from negative to neutral then to positive ground. Employers should always feel welcome to ask clarifying follow-up questions.
“If you’ve done it before, you’ll do it again!”
What? Gaps, relocations, fired, quit, laid-off more than once, incarceration, addiction, etc.
How? When the employer asks regarding these negatives...
Use steps 1-4 to reduce the concern, and step 5 to focus on meeting needs. Be sure the employer feels they can ask follow-up questions.
“If you can’t manage your own life, you can’t help me with my business...”
What? Small children/child care, sick family members, no car, long commute, visible limitation, etc.
How? When the employer asks…
The focus here is on the solution, not gory details about the issue.
“I know all about ‘people like you.’”
What? Age, race, gender, lifestyle, religion, disability, addiction, felony, weight, etc.
How? Because it’s illegal or uncomfortable, the employer won’t ask, so… the job seeker can ignore it and hope it isn’t used against you (though it may be and you’ve not had a chance to address it), or you can
“I feel you’re hiding something, and that concerns me.”
What? Anything that’s true or might become true of the person that they don’t want to talk about. What if they ask if you’re… homeless, divorced, living with parents, gay, planning to have children, history regarding abuse with customers, returning to school, etc.?
How?
Learn more about how No One is Employable and 3 steps for overcoming any job barrier: