Whether it’s an interview for a new job or a promotion at your current company, the person interviewing you is a vital (and often overlooked) part of the process. Many interviewees focus so much on tactics, preparing for questions and highlighting their skills that they forget to learn about the person doing the evaluation.
Understanding the Role of the Interviewer
Before any interview, try to understand the role and goals of the interviewer.
Interviewers differ by the phase of the hiring process you’re in. You may first speak to an external recruiter who is determining your skill fit and aptitude for a role. Your next interview may be with an internal hiring manager who will determine your culture fit and personality. Near the end of the hiring process, you may have an interview with the functional manager you’d be reporting to.
Read Next: How to Job Hunt Without Tipping off Your Current Employer
If you’re out for a promotion, you may be interviewing with your current boss. Each of these situations requires a different approach because those interviewers may be listening and watching for different things. A recruiter might be screening candidates in the first round to decide whether your background, training and qualifications are a match before sending you on to the company. A functional manager might be listening for how well you’d manage the team, in terms of skills and character. In a promotion interview, your boss will be trying to determine if you’re ready to be elevated to a leadership role.
What to Know About the Interviewer
Today, it’s easy to learn about people. Social media and our network of professional contacts afford us the insight to understand someone beyond what might appear on their company profile page.
Besides their role (as mentioned above), here are things to know about the interviewer before you approach the conversation:
1. How Experienced Is Your Interviewer?
If someone is new to recruiting or is a recently promoted functional manager, their interview skills might be lacking. They might even be more nervous about the conversation than you are! You can see by their LinkedIn profile how long they’ve been in their role and what promotions or successes they’ve had.
For example, if they write that they have a 95% retention rate on all employees they’ve evaluated and hired, that’s a sign they know how to interview. You can also see whether they’ve stayed at the same company for a while. That can indicate the depth of their knowledge on the requirements needed for the role you’re interviewing for.
2. What Is Your Interviewer’s Professional Background?
If you expect your interviewer to ask you technical questions, it’s helpful to know their level of understanding and appreciation for your replies. Managers in your field should be well-versed on the areas they’re interviewing for, but that’s not always the case. Know in advance what their professional acumen is by looking at their LinkedIn profile and asking people who know them (or the company) about the person.
3. What’s Their Personality?
Is your interviewer outgoing, boisterous and vocal on social media? This could indicate an extrovert-type personality. If this is also you, you may have a personality match, and the interview could feel easier. If they present themselves online as more reserved, laid back and hesitant, and you’re an extrovert, adjust your style to keep from overwhelming them at the outset of the conversation.
4. What Communication Style Do They Relate Best To?
Some people default to emotive and expressive language. Others prefer more logical and analytical styles of communication. Talk to people you know who also know the interviewer to gauge how to respond to interview questions. This doesn’t mean changing your style or being someone you’re not, but knowing that they prefer brief, factual and direct communication can help you build rapport by speaking similarly.
5. What Do They Care About?
Ask your mutual connections on LinkedIn or ask others who know the interviewer about their interests. Also, take some time to look on LinkedIn and see where they volunteer and what causes they’ve identified as interests. You may even want to engage in some light Facebook or Instagram stalking to see whether there are any causes or issues they post about frequently. Knowing what someone cares about is helpful to building rapport and finding common ground. If someone posts about a cause or topic on LinkedIn, it is always OK to ask them about it, particularly if your interests align.
When entering an interview scenario, it’s natural to want to know the important information about the company, the job, the requirements and the interviewer. Being informed and prepared is always best.
Find the Right Veteran Job
Whether you want to polish your resume, find veteran job fairs in your area or connect with employers looking to hire veterans, Military.com can help. Subscribe to Military.com to have job postings, guides, advice and more delivered directly to your inbox.
