COLUMN: Optimizing Your Job Interview -- Part II

There are two scenarios that can occur with a job interview. In Scenario A, the human resources department (HR) lets the lab manager handle the interview process. (To learn more about this, please read COLUMN: Optimizing Your Job Interview -- Part I.) Alternatively, Scenario B may occur. In this case, HR controls the whole process.

Scenario B—HR controls everything.
This process begins either with a telephone call or a letter. HR uses the letter as documentation for creating metrics for its equal employment opportunity compliance reports. Sometimes, the initial letter will also include a formal application for you to complete as well as instructions on how to return the completed forms, transcripts, releases, disclaimers, policy statements, favorite recipes, birth certificates, background check releases, and 8x10 color glossy photos with lines and circles drawn all around them (like in Alice's Restaurant). Well, probably not the photos. Anyway, a slew of forms may be included that will take you a solid afternoon to complete.

At this point, the whole process gets pretty confusing for everyone. Think about it—you don't yet know if you really want the job and your potential managers don't know if they want you to have the job. To set the record straight, I recommend that you next make a telephone call to the person who signed the cover letter of the package you received.

Politely let the sender know that you received the information and wish to learn more about the position. Then, see what happens. If you get the run around, press the point a little more, but don't be rude. Then ask to speak to someone who is familiar with the technical requirements and typical work environment for the position. If they want you to justify your request, just tell them that the space they provided on the form was too small to list your applicable skills and you want to provide the most accurate and helpful information possible. Try it. It just might fly.

If it doesn't fly and they refuse to provide additional information, you must determine if you really want to work for a company that will not help you on this very important issue. If you decide that you would still like to work with them, pull out your pen and comply with their system. Fill out the forms and copy the documents that were requested. Then send all of these to the company via overnight mail. It is worth the extra $10 to have your material priority handled and delivered to the hiring manager. This will also help to instill a sense of urgency into the process (which by now has taken even longer than Scenario A).

The Telephone Interview
In both Scenario A and B, you are likely to speak with someone on the phone. If it is the hiring manager, you have hit pay dirt! If it is an HR person, you are one more step along in the infamous "Process." In either case, it is generally an introductory discussion. In the conversation, you'll learn a little about the company and the position and they'll learn a little more about you, why you are looking, and what kind of job you hope to find.

Technique #3: Remember that the hiring lab manager and the HR recruiter have different perspectives. Hiring managers generally are not trained as generalists in Human Resources. The managers are not seasoned recruiters and are usually genuine in their interest in you and in their desire to help you find a position that suits your needs. They are looking for a reason to say "Yes" to take the next steps with you. It has been a long time, and they need the help. You made it this far—that's a good sign. Optimistic conversation is likely to be the tone of the discussion.

Conversely, the HR interrogator is interested in one thing—filtering you out. They are looking for reasons to disqualify you. This often leads to a bit more pessimistic tone and questions designed to get you to leak some information that would be unfavorable to your quest to get this job. HR personnel usually do not have the authority to say yes to hiring you. They DO have the authority to say no.

Do not hold a grudge against the HR people. They are following their training, and in many ways they do not know any better. Just remember where they are coming from and what they are looking for. Be FLEXIBLE and do not play their game the way they want to play it. Do be honest, but don't give them any ammo to use against you.

Technique #4: Analyze what is asked of you and do not answer right away. This will be hard because you will be excited and eager to answer their questions. Be forewarned that the HR questions can be sneaky, but the hiring managers' questions are generally not.

Taking this next step in the job-finding process can be a great experience. When you reflect on it after the process is over, you will probably get a chuckle over the questions that they asked you, particularly when you finally have insight into why they were asking them.

To learn more about Interview Techniques 1 and 2, and to learn about Scenario A (in which the lab manager handles the interview process), please read COLUMN: Optimizing Your Job Interview -- Part I.

Please send comments or questions to columnist Norman Fraley by e-mailing managing editor Laura Vandendorpe at lvandendorpe@vertical.net.