Our workplaces are shifting….
Have you noticed?
It's subtle, but it is real! Interviews and their outcomes are changing due to a new dynamic.
Heretofore we`ve been stuck in the “information age” whereby overanalyzing decision makers short-circuited the potential for meaningful connections with applicants at every turn. Yes, habits dye hard, but…..they do pass.
As credentials become more homogeneous and identification of well-qualified candidates easier (via apps like LinkedIn) chemistry and connectedness trumps traditional but reductive thinking.
To stand out it`s up to jobseekers to get beyond standard Q and A script by being present with their communication. Listening, storytelling and empathizing with hiring authorities is the new winning skillset.
Your “qualifications” or your recruiter may get you in the door. But it’s your ability to inject life into the interaction that will strike a chord.
This trend is supported by Daniel Pink’s research-driven book “A Whole New Mind’. Decision makers - are you aware of this changing tide? I’d love to know. Active candidates need to take heed and consider the following advice…
1. Your resume is less important than you think as the interview gains flow.
Once chemistry is established an opportunity to begin a critical (life-changing?) relationship is upon you. Your ability to relate to the hirer and their company overrides facts and figures. Enjoy the experience. Communicators are this generations career leaders. If your job can be replaced thru automation or outsourcing, you’re doomed. It’s not a resume they’re hiring (or if it is – you don’t want to work there).
2. How much do you know about the interviewer?
What Open to a VP level role? can you find out through research or asking your recruiter about him or her? Candidates that ask me to “prep” them get my attention. We love to help candidates get offers; so ask away.
3. Then keep in mind that although executive decision makers vary from company to company/role to role, the vast majority of them share one common denominator.
They are looking for reasons to reject you. It’s just the nature of the numbers game. So do not take anything he/she throws at you personally. Stay the course, breathe and be honest. (The coverup worse than crime – always.)
4. Do not disparage previous employers.
No one wants to taste your sour grapes. Own your shortcomings and soldier on. Humility is a treasured asset.
5. Overcome the objection.
Once you state your case/share your side ask questions like: Does that sufficiently address that issue? If so, I’d love to tell you about why I’m excited to be here. Treat the appointment like a sales call. Always be qualifying.
6. Preparedness counts
Do not go into an initial interview without getting on the company’s website, LinkedIn, etc. Have a question or two ready. (i.e. Whom do you see as your toughest competitor?)
7. Are you in sync with their corporation mission/purpose?
If so, talk about your experience, values, goals that resonate. Connecting to the person in front of you or on the other end of the phone line is essential.
8. Don’t oversell/over talk.
I know it’s a fine line. I encourage you to be creative and share but try to be concise. Salespeople have a tendency to ramble. If you notice the interviewer “butting in”, see/hear that as a clue to shorten your answers.
9. Good old-fashioned closing script will get you to the next level if its meant to be.
Don’t hang up or walk out without asking how you’ve done and stating your level of interest. Many candidates find this to be awkward. If you’re one of those, sales may not be your forte. Either way, a simple question like “Before we wrap can I ask if you have any concerns about my candidacy that I can address?” If not “What’s the next step. I’m very interested in moving forward”.
10. Lastly, a real-time Colorado SaaS VP Sales comments in what he’s looking
Here’s what one of the smartest SaaS VP Sales in town said recently: “What is even more important beyond the base criteria is that the candidate has an overwhelming level of determination, extremely diligent work ethic, and are honest with themselves about willing to take the bull by the horns as an account executive. Candidates have to be entrepreneurial, competitive, self-motivated, creative problem solvers, with innate mental toughness. We all get punched in the gut sometimes, I need people that consistently bounce back and do it quickly. We’ll lead young professionals into becoming deal closers that can quickly earn 6 figures, but they have to constantly build a pipeline of new opportunities.”