Hiring is much like the modern-day internet dating scene. It starts with research and outreach, is followed by an online conversation, and too often ends with a disappointing face-to-face meeting.
After all, recruitment is a two-way street: if one party’s not feeling it, it’s probably a sign that something isn’t right.
It’s worth it though, when you have that magic moment and know you’ve found the right person. But why is it that someone that looked great on paper just didn’t convert in real life? Reflecting back on the many interviews I’ve been a part of, there are three things that stand out time and time again.
Do your research. One of my favourite interview questions is: “How did you prepare for this interview?” It gives me great insight into how interested the candidate really is. Are they just looking for a job, or is this a role and company they’re passionate about? Have they thought about our target audience as well as the type of culture we offer? And are they genuine? Being supposedly fascinated by fintech but unable to name a single company in the sector is never a good start.
Hunt for jobs outside your comfort zone
Be honest. If you don’t know the answer to a question, say so. An interviewer can see through a bluffed answer immediately, so it’s better to be upfront and follow up with an answer afterwards. One of my best hires wasn’t aware of one of our major competitors but sent over a detailed analysis following the interview. An offer followed shortly afterwards.
Look for roles outside your comfort zone. If you have all the answers it’s probably the wrong role, so make sure you’re interviewing for opportunities that will push you. It’s scary (I once almost pulled out of one interview with a serious case of ‘imposter syndrome’) but you should be looking for a role you’ll grow into, not one you can already do.
Most importantly, remember an interview is as much about deciding whether the position is right for you as it is for the interviewer to determine your fitness for the role. Ask questions about the culture and always ensure you meet some of the team – you need to ensure that the chemistry is there for you too.
