This Week's Discussion:
Prompt
Imagine that you are in the role of hiring manager with two candidates to interview - one whose body language suggests confidence, and one whose body language suggests uncertainty. Describe the behaviors you would observe of each and explain any advice you would offer to both. Keep in mind that exhibiting confidence does not always produce a positive outcome. Be sure to explain why you would offer the advice you choose.
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My Response? -
The question for this week’s
discussion, I find, is bitter sweet for me. Because I would just love to have
the tables turned on being the interviewer for a change.
I feel that every interview I have
ever been on, apart from the few that didn’t really interview me, and I
actually got the job on, have all been entirely unfair.
Now I will attempt to explain. In
my personal and honest opinion, I do not feel that body language and interviewing
techniques should matter in an interview. I feel that experience and
qualifications to the job are of far greater importance, than how they look or
act during the interview!
I can’t tell you how many jobs I
have applied for. Throwing my whole heart and soul into them. Striving to
explain that I would put my heart and soul into the job at hand. And how I am
loyal to my superiors, etc... Only to be turned down, due to dumb things like
answering a fancy interview question wrong. I had all of the qualifications… So,
what did one question about a past job matter? Especially if, we supposedly
learn from our mistakes. Or perhaps I was too nervous, and they saw this and
decided to go with someone else. Or I was too eager. Or I was too laid back,
and they maybe thought I wasn’t eager enough. That maybe I didn’t want the job
at all….
My point is, I don’t feel that the
answers to interview questions, the body language of the candidate, or the way
they act during the interview should have any merit on the hiring process at
all.
Unless of course you feel that you
would enjoy firing them later, when you realize how underqualified for the job
they are. Or that they are actually jerks that managed to trick you into
thinking otherwise during the interview.
Hands down, employers pick the
enthusiastic though less qualified candidate. (Caroline
Ceniza-Levine, 2011).
So, if I were a hiring manager and
giving advice to two different kinds of candidates. I would tell them both one
thing. Be yourself and tell them about your skills. Because in all honesty the
rest should not matter. Eagerness could be chocked up to trying to win, or a
binge on energy drinks beforehand. Nerves could be chocked up to anxiety. And a
lack of desire to get the job, could mean that this is the fourth interview
they have been to today, and none of them have been successful, even in the
past 3 weeks! So really… it all comes down to… Skills… and Loyalty.
And while I realize that employers
love enthusiastic, energetic, positive people to hire for a job…, they are still
biased to choose such people. That may be the way to get a job. But if you want
a really good one(good job). One that values you as a person. And one that values your
hard work, determination, and skills… then I wouldn’t bother with any of these
other . . . kinds of jobs.
Outstanding candidates know what
they bring to the talent market. They do not approach a job interview as an oral
exam or an opportunity to beg for the job. They are not afraid to share their
opinions. They don't come to an interview to play the part of the Good Little
Job Seeker — they come as themselves! (Ryan, 2017).
Do you want a good hard worker? Or
do you want a good interview?
In the end, it really depends upon
the sort of job they are applying for. Because you wouldn’t expect a technician
to be good with working with people or large crowds. And you also wouldn’t
expect a good Human Resource manager to be nervous in an interview, esp. since
he/she should be very good with people.
References
Caroline Ceniza-Levine, K. H. (2011, November 15). 3
Reasons Why The Most Qualified Candidate Doesn't Get The Job. Retrieved
from Forbes:
https://www.forbes.com/sites/work-in-progress/2011/11/15/3-reasons-why-the-most-qualified-candidate-doesnt-get-the-job/#2ba66bc92094
Ryan, L. (2017, July 14). Ten Things Outstanding
Job Candidates Do Differently. Retrieved from Forbes.com:
https://www.forbes.com/sites/lizryan/2017/07/14/ten-things-outstanding-job-candidates-do-differently/?nowelcome=1#199c9fcb142a
I hope that future employers will now see the light:
~ CLynn
