If you interview people what makes people stand out (for the right reasons)

[newlabelwriter]

Just that really, I've had a few interviews recently which I've thought have gone well and either not heard back or made it to second stage and then nothing. I think I'm personable and reasonably confident but obviously I'm not doing that great. I'm really hoping to be put forward for a couple of interviews this week and would love some advice. All interviews are on Zoom etc BTW if that makes a difference. TIA

[moronseverywhere1]

@onyourway are you private sector by any chance? I find the public sector models I've used (not that I can generalise about the whole public sector of course!) are so restrictive it's really hard to hire someone based on gut feeling and/or enthusiasm if they aren't the highest scorer in experience and the question model, it's quite frustrating, there's only so much you reflect your feelings in the marks if that makes sense.

[motorcyclenumptiness]

It's very depressing to hear people crediting STAR
Yes, not least because it unashamedly discriminates against more experienced - older - candidates

[Poppinjay]

People who have read the job spec and can explain clear how they meet it, with examples.

[Beaniebeemer]

@Chamberlai

It's very depressing to hear people crediting STAR and other competency bollocks.

That just results in you appointing the biggest bullshitters.

Couldn’t agree more!

[frosted232]

I don't find STAR useful. I've had people who gave perfect interviews using this method and once they get the job it's a different story. Personally I think it's a balance of getting the right amount of research done beforehand and letting the real you shine through so you don't sound so staged. With the job market being so competitive at the moment you need to be memorable as well because after a few days of interviews it's easy to forget people when you have a large number of applicants. Good luck with your interview and I hope you are successful.

[moronseverywhere1]

Thing is it doesn't matter what people's opinions of STAR/competency based interviews are, they dominate in recruitment practices so it's in all candidates' interests to play the game and learn how to do a good competency based interview.

[RedMarauder]

@MolotovMocktail

What’s STAR?!

www.indeed.com/career-advice/interviewing/how-to-use-the-star-interview-response-technique

Or CAR
thehiredguns.com/car-technique-secret-interviewing-weapon/

[Mercedes519]

I can coach skills but I can't change your personality - your fit in the team is key. So be friendly and enthusiastic and if you're nervous - don't be afraid to tell the interviewer - especially if it's because you REALLY want the job.

One simple thing: if someone says, "tell me about yourself and what you've done in the past" please don't start at the beginning...start with your current job and work backwards - pulling out the things that are relevant to the role now. I don't want your bloody life story!!

[rainkeepsfallingdown]

@Chamberlai

It's very depressing to hear people crediting STAR and other competency bollocks.

That just results in you appointing the biggest bullshitters.

Our HR team insists we ask STAR questions, and it's not worth the battle in getting that changed, as it would only result in me getting removed as an interviewer, and I like to think I'm a pretty fair interviewer who can see past the STAR model, so I play along. I will ask STAR questions, but I will also not hold it against the candidate if they don't answer in a nice, rehearsed STAR-appropriate way, and I will also try to get them chatting more naturally, to get a feel for their personality.

When I interview, I am looking for the following:

1) I want to check your CV isn't full of lies. I'll ask you to go through it, I'll ask you specific questions about things that might be relevant to the job, or that look odd and require explanation. Sometimes, if there's something that isn't particularly relevant but that sounds interesting, I'll ask about it anyway, in an attempt to draw out your personality.

I particularly like it if you can take me through your CV without simply repeating what's on the paper in front of me. I don't need you to prove you can memorise things/read out loud.

2) I want to check you actually want the job on offer. Some people are more nervous than others and that sometimes translates into coming across 'cold', which is OK, if you can demonstrate through words rather than just body language. I'll ask questions to figure out your motivation.

(Pro tip - if you know you're coming across really badly because you're nervous, actually owning that and telling me is not a bad thing!)

3) I want to check people won't hate you. I can and do look past interview nerves, but I'm looking for evidence you can get on with people and aren't deeply irritating. I'll try to get this out of you through chatting a bit - if I can get you to naturally throw in a personal anecdote that shows you're human, or reveals you're kind, that's the sort of thing that I like. If your answer is rehearsed, I will know.

4) Get me to sell you the job. Try asking me some questions to connect with me, whilst trying to find out more about the job. How long have I worked for the business? Why did I join? What are the good bits and te bad bits? Ask me some detailed job-specific questions. An interview is a two-way street, and if you can show you know that and take some control, I will respect that immensely. No one should hold all the power all of the time.

Anyone who reaches me for interview has already been pre-screened, so I'm not looking for reasons to make them feel uncomfortable and/or deny them a job - I'm just trying to check they're a vaguely competent, decent person.

The one thing I would say is that if you have any disabilities that might impact the way you answer questions/your body language, it should be flagged as part of the application. If I know in advance, I can take that into account during the interview by putting you at ease and adapting my style of questioning to accommodate you. I can also interpret social cues differently at the time if required. If I'm told after the fact, it makes it harder for me to assess you for the role.

[Lightsontbut]

I work for the public sector where we use equal ops interviewing - give full answers as we can't follow up in ways we don't follow up with others. Plus don't ask questions which have answers which are available through an internet search. It does not make you look good.

[Doyoumind]

I agree with all the above. In my industry it's never based on STAR or scores against criteria but it's competitive and there are plenty of good people so you have to stand out. I did a round of interviews recently and it's obvious when people haven't researched, aren't that keen on the job etc but sometimes you know there are people who really want it but let themselves down by not answering the question you asked or missing the point or not saying enough. If you don't sell yourself you won't get the job, however good you are on paper.

You need to leave the room with them feeling your capabilities are a good fit, confident you can take on the role and that you would add value to the team.

Have you chased for feedback, OP? You always should.

[moronseverywhere1]

4) Get me to sell you the job.

This really resonates with me, it can get quite dull on an interview panel to sit and listen for hours on end, I'm very passionate about my work, so I love a candidate quizzing me about the role and then having a chance to talk about it myself, it usually results in a very natural conversation which then gives us an opportunity to get to know you better.

[Scarby9]

Enthusiasm - give the impression you want the role!

Modesty - don't try to tell me you know it all and know better than people who have been doing the role for years when you are new to it. Show you are willing to learn.

Linked to the above - please don't be disparaging about anyone . Don't criticise your previous employer, workmates, or any particular profession in general. It makes me wonder how much of a team player you might be.

Research - show me you are keen enough to have researched the role and context.

Give good examples - show you can make links between your past experience and the new role.

Be natural - I don't mind you having notes, but please don't read them to me in answer to a question. Use them as a prompt. Especially, don't read off postits stuck round your screen during a Zoom interview - I can see where your eyes are going and you sound as if you are just parroting an answer someone else has given you.

Don't make your only question, ''How much time off am I allowed and can I leave early sometimes?' especially when you have been told the working hours and the holiday allocation. It makes me worry that you may not be fully committed.

It's fine to be nervous, and I will prompt and help you through, but please don't get stuck in a loop of apologising or telling me you are nervous - that makes me worry how you would react to pressure in the role.

[Liftup]

being to the point, not waffling, clear answers. most people ramble forever without actually spitting out the key bit of info we are after.

Being confident but personable -not cocky.

clearly show how you would add value by being hired. you're not there to just do the basics of the role.

[jewel1968]

Yes STAR approach can sound very rehearsed.

[Strike000]

I’ve interviewed lots of candidates for admin roles and the amount of people that don’t talk about admin skills in the interview is amazing. Like people who have worked as managers and tell me all about their management skills... but I want you to tell me about your experience as an administrator, so I can understand if you can do this job! Make your answers relevant to the role you’re applying for because that’s what the interviewers will be scoring you against.

So many times I’ve interviewed a few great candidates and some just miss out.

[DodoApplet]

Make them remember you - and leave them with the conviction that they really want to have you around the place. A little while ago we screened four candidates via Zoom - only one of whom offered to switch her camera on (our COVID-enforced meetings are almost all audio only, and it simply hadn’t occurred to us to ask). She blew us away with (a) her personality, (b) her self-confidence and (c) her knowledge of the subject matter. The other three didn’t stand a chance: the second the meeting ended we just looked at one another and said “she’s the one”. She starts in December.

[DodoApplet]

Sorry - MS Teams, not Zoom.

[eaglejulesk]

It's very depressing to hear people crediting STAR and other competency bollocks.

That just results in you appointing the biggest bullshitters.

This. The biggest bullshitters are often totally unsuited to the actual job, I've seen it time and time again.

[goteam]

Agree with @Poppinjay. Use examples to prove you can do the job we are interviewing you for, that's pretty much it.

I disagree with the above posters who place a high value on enthusiasm. People can fake that. We have someone on the team that senior managers don't know what to do with. He blagged the job and was really enthusiastic in the interview and over confident despite bring inexperienced. Then he started the actual job where he did the bare minimum until he passed the 2 year mark (when employment protection kicks in) and now does basically nothing knowing they never get rid of anyone here and other people will cover for him as it's easier to do that than kick up a fuss.

I think in these tough times employers need someone who can hit the ground running, not someone who seems enthusiastic and might be able to do the job in a year with training.

Make sure you answer the question in full giving examples so you score as highly as possible. And stay calm and to the point.

[newlabelwriter]

Thanks so much for all of this. It really is very helpful.

[ellerman]

Can someone explain why Star based interviews are more difficult for older people? I've failed to get a position in 3 recent interviews, despite being very experienced for the roles. I find my menopausal brain fog makes it a struggle to listen to the question, remember my prepared response and then I end up waffling in panic.

[rainkeepsfallingdown]

@goteam

Agree with *@Poppinjay*. Use examples to prove you can do the job we are interviewing you for, that's pretty much it.

I disagree with the above posters who place a high value on enthusiasm. People can fake that. We have someone on the team that senior managers don't know what to do with. He blagged the job and was really enthusiastic in the interview and over confident despite bring inexperienced. Then he started the actual job where he did the bare minimum until he passed the 2 year mark (when employment protection kicks in) and now does basically nothing knowing they never get rid of anyone here and other people will cover for him as it's easier to do that than kick up a fuss.

I think in these tough times employers need someone who can hit the ground running, not someone who seems enthusiastic and might be able to do the job in a year with training.

Make sure you answer the question in full giving examples so you score as highly as possible. And stay calm and to the point.

Enthusiasm isn't the only trait I look for, but I have no interest in taking on someone who sees the job as a stopgap and/or a second/third/230,456th choice. Having to replace and train and someone else is a hassle and expensive.

Your senior managers are the problem - someone who doesn't care about their job should get sorted out during their probation period, i.e. within 6 months, tops.

I'd rather have someone who isn't perfect, but who wants to be there and is capable of learning new things, over someone who can do everything (and then some) but blatantly is going to jump ship after a month when they get a better offer from a different company to do the job they really wanted to do after all.

[rainkeepsfallingdown]

@ellerman

Can someone explain why Star based interviews are more difficult for older people? I've failed to get a position in 3 recent interviews, despite being very experienced for the roles. I find my menopausal brain fog makes it a struggle to listen to the question, remember my prepared response and then I end up waffling in panic.

Have you done any interview practice? I'd thoroughly recommend practising some STAR Q&As with a friend or relative. (Ideally an old workmate!)

[Peckhampalace]

Surprised to see STAR getting bad press, I found it a really helpful way to structure answers, and also to work out in advance how I might relate an example to a question, and where I might need to think of some other examples. Having been the interviewer for middle management positions it's worrying when the same example is used for multiple answers.As an interviewer STAR makes it easy to see how experience relates to role.

Give a good positive reason why you want the job. Recently heard of internal candidate saying they wanted the job to get away from existing team - didn't go down well.

Take cues from the interviewer, if they ask for brief comments then be brief, if they ask for details then give them.

Questions I have asked include what worries you, why do you like working here, what do you think will be my biggest challenge in the first six months,