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Mind your manners Wherever possible write a thank you email to the hiring manager for their time. What did you learn from this? This is not easy but if prepared you can come out on top. Be curious, inquiring and also aware that the hiring manager will be evaluating your style and personality against other major stakeholders in the business you would support in order to be effective in the role. One common reason for rejection is not being able to articulate your answers in a concise way. S ituation: Think of a situation similar to what the interviewer is asking you about that had a successful or learning outcome. For example: Tell me about a time you have failed on a project you were working on? Clients find candidates that display a high level of ego in interview are either covering up for some insecurity they have or have a lack of Emotional Intelligence EQ. Be humble and well intentioned when asking questions about the opportunity so you can determine if this is the right role for you. A ction: This is the part where you describe exactly what you did. T ask: Describe the task you were responsible for in that situation. Always do your due diligence on the company you are interviewing with What have they been in the news for lately? Keep it concise! We suggest you tackle these type of questions using the STAR method. Either way it is not a good look. So even if you are the smartest person in the room, with the gravitas to match, you need to do the basics well and remain professional at all times or hiring managers will be put off by a perceived lack of commitment to the interview process. R esult: Share what the outcome of the situation was and how you specifically contributed to that outcome. Always try to build rapport with the interviewer in an authentic way. This method also ensures you stay on point and concise. What did you learn? Clients also like to understand what you have learned from failures and how its changed your approach and subsequent behaviours. Keep it specific but concise. Research shows that people with manners are perceived as more likeable.{/INSERTKEYS}{/PARAGRAPH} Your Questions Come prepared with two or three good questions to ask the interviewer when the opportunity arises. Often candidates will give long-winded answers and go off on a tangent. Make sure to highlight any specific challenges you faced. Have an opinion on what problems they could be trying to solve Even if you are not currently in the same sector as the hiring company, make sure you understand the issues this sector is facing and come with a view on how, as a business, they may tackle some of these challenges. We have seen these types of conversations go south very quickly if not handled correctly in the moment despite good interview performance up to that point. Who are their biggest competitors? When asking about career progression opportunities should you be successful in the current role, please be acutely aware that hiring managers want to be assured you are excited and interested in the role at hand as opposed to the next promotion. This usually happens towards the end of the interview. Speak to anyone you know who has worked or does work for that business to get their insights. Who sits on the leadership team? What were the results of your actions? Read the companies last annual report. Advise them that you believe your recruiter would have provided all this information to them prior to the interview. If possible, it is recommended you end it straight after the interview or at the very least the same day of the interview. Money talk Never ask about salary in the interviews where possible, talk to your recruitment consultant about the salary levels beforehand. They will be asking themselves if you have the style, maturity and gravitas to lead people as well as senior stakeholders while also challenging them without getting them offside. Some clients have a real issue with candidates that do not send thank you messages post interview. Watch your ego! If asked about salary expectations in the interview and yes, it does happen! Rapport is key It is an unconscious bias that people hire people they like. Here are more behavioural interview questions to practice with. How did you complete the task you were assigned? Always remember when asking questions, the manner in which you ask is often more important than the question itself. {PARAGRAPH}{INSERTKEYS}No matter which one of these is you, the following tips will help guide you to perform at your best. Keep this in mind and always have examples on hand of previous relationship building successes both from team leadership and senior stakeholder perspectives. We have even seen confident candidates fail in interviews. Remember to include the who, what, where, when and how. Let us do the negotiations for you. It shows interest in them and also a proactive approach that will distinguish you. What did you accomplish? This is where you also get to be introspective and share some of the softer learnings over and above the hard facts or results. Remember to focus on what you did and highlight traits qualities that a hiring manager will find desirable initiative, teamwork, leadership, dedication, etc. Remember you only get one chance to make a good first impression and preparation is key. Clients prefer to hire humble, achievement-oriented people who are universally likeable, no matter how talented they are. Be professional and humble and never let complacency or arrogance come across — it is a small market, people talk, so do yourself proud each and every time.