How to Interview Like a Boss–The Candidate Edition

Interviews tend to take one of two approaches: conversational or structured. In the structured model, the candidate faces a focused series of questions, sort of like an interrogation. The conversational option is a natural discourse where questions are asked, but most of the information is gathered through what feels like a relaxed interaction. Since one has no way to know which interview method they’ll encounter, it’s important to be prepared for either.

The structured method

For most candidates, it seems like structured is not their first choice. Admittedly, it can seem stiff and rigid. And in most cases, it doesn’t easily allow a candidate many opportunities to bring his/her personality into the mix, but there are still some redeeming qualities.

Structured: The pros

First, this method is very direct and straightforward; one doesn’t usually find a lot of surprises here, so it’s very easy to prepare. And second, you can still find ways to let your personality shine! The questions may be delivered a bit systematically, but your response can still be complete and something that reflects your unique personality. Some interviewers won’t outwardly respond to your personalization efforts; some won’t even crack a smile. That doesn’t mean you can’t or shouldn’t find ways to add your personal touch.

The cons

Also, it can be challenging to maintain a steady pace with answering. Since the interview tends to feel quicker without the small talk, candidates often rush their answers. The good news: there is absolutely no rule that requires you to rush. After the question, it’s still ok to reflect for a few moments to formulate your response. And when you deliver your answer, you aren’t required to give a rapid-fire answer. Take your time to deliver a thorough and intelligent response, and again, let your personality shine!

The conversational method

As candidates, why do we all love this one so much? It makes us feel comfortable! The reality is that interviews can be stressful, and it seems less painful if we can at least relax and be ourselves, right? This is true, but it can have a way of hurting us if we’re not careful.

Conversational: The cons

By getting candidates in a more relaxed state of mind, interviewers can oftentimes get a less filtered response. All of this can be a very good thing for candidates unless we become so comfortable that we stop choosing words thoughtfully. For example, let’s say you have a great way to explain why your manager was the reason you left your last job. However, if you feel overly comfortable with your interviewer, you may casually mention that you left because your supervisor was nothing more than a paper-pushing middle manager with a Napoleon complex. That doesn’t sound quite as nice as the explanation that involved work/life balance issues and concerns with a management style that would occasionally feel like micromanagement.

Final thoughts

In short, neither of these methods is right or wrong, and both are effective at capturing information, despite their opposing approaches. With a little self-reflection and some planning, you can easily be a success regardless of your interviewer’s approach.

Written by Adam Lafield, Recruiter & Marketing Specialist