You are a high-performing Sales Manager in your industry and you are content with your employer.
A recruiter you know calls you again about another job, but this time it sounded interesting and this company could offer career growth. You like your job, heck, you are awesome at it, but why not check this one out?
You agree to go to the interview. You prepare all your questions because you want to know if this role will get your career to the next level. “I need to inform this company how successful I am”
Unfortunately, this is a common approach. It may be in the form of “Don’t they realize I am a Biosciences Expert?!” Many people go into interviews and immediately try to uncover the “What’s In It For Me?” or WIFM questions as we like to call them or talk about themselves, even when they are not asked to do so, even when it was their turn to ask questions. Good salespeople tend to go into a prospective account and first uncover the goals, problems, needs, and situation. Such as the SPIN Selling model by Neil Rackman. If TESA Talent was allowed to offer you one, only one piece of advice, this is it.
Early in the interview process, concern yourself with the employer, the person you are talking to, and what concerns them.
All managers want someone to solve their problems. The best hiring managers look for the best “person”, not the best resume. The late Yogi Berra said, “Baseball is 90 percent mental. The other half is physical”. Well interviewing is 90% of who you are and your emotional intelligence, the other half is the resume. I know, the math never adds us for some reason.
- At the first meeting, you almost need to bring yourself to a place in your mind where you pretend you are a consultant sent to uncover and solve their problems.
- Anything they want to know about you, they will ask. They should be concerned about you. You focus on them.
- Diagnose before you prescribe, fully understand their goal problems and needs
- Explain your motivation in a thoughtful manner. Many people answer this question with fluff as if they think the manager doesn’t care. If you are going to say something cliche like “growth”, be prepared to expand on what that means to you.
- They want some that is leaping toward a better career, not someone just running from their last employer. When in doubt, talk about why XYZ company might be a growth opportunity for you.
- If you want the meeting to fail on the spot, please complain about your employer (please don’t!!)
You want the employer to come from that meeting and say “wow that person is not only talented but can really help us and would fit into this group”.
By asking goal-oriented questions, you also will be able to obtain valuable information as to what is most important to them. This allows you to sell back why you are a good fit. Too often, candidates simply focus on what they believe to be their greatest assets as opposed to selling what they want to buy. And yes, all of your questions, including the WIFM ones are important, but not until they love you.
See our blog: 1st Interview Etiquette