Job Interviews and communication quality

Of these, by far the most common of interview is behavioral, which is the one we'll be concentrating on for questions and answers.

The whole idea of behavioral interviews is to assess your past behavior on the job as an indicator of your likely performance.

Simple idea, but it works, and it naturally creates contrasts between interviewees.

Despite being the same general class of interviews, behavioral interviews can vary quite a lot. The needs differ with each position. You can't ask a salesperson the same questions as an accountant. The environments, and therefore the behavior, are quite different.

One of the most frustrating things about interviews is that people think they're being confronted with some sort of weird ritual.

It's like a ceremony in which nothing makes sense, and even if you get the same questions in five different interviews, you're always wrong.

The truth is a bit more banal.

The fact is that not all interviews are done correctly. Interviewers are people, too, and some have been given a bit of training and thrown in to do the job, whether they understand it or not. Some don't understand the process too well themselves, or aren't particularly good communicators.

The other side of the coin is that they have to deal with multiple interviews, and their opinion is based on a comparison. If ten people do ten good interviews, only one will get the job.

So don't assume you're killing yourself in interviews, because the outcome may actually have nothing to do with your performance.

We make a point of telling people to check their performance with the interviewers, if they don't get the job. You can only learn, and if you're doing anything wrong, you really do need to know. Interview performance matters, and even if you don't agree, you get a perspective.

The best way to deal with the way the interview system works really is to give good, correct, undeniably clear answers.

Answers where your information is precise, and nobody can say they didn't understand it.

You have to answer the whole question.

Half of the problem for interviewees is that they'll give most of an answer, add other information, but not really hit all the targets of the question. It drives interviewers up the wall, because you can wind up with two candidates giving 75% of the information, then have to decipher the rest. The resulting guess becomes the recommendation for the job.

Far better to nail the question 100%, then add anything as a bonus. You can ask if they want more information, too, after you've covered the question. Remember the time factor, and that more isn't better.

(Another point about asking if they want more information is that you find out if they're satisfied with your answer.)

Clarity is the key

Communications is a science, and business communications, which is the subcategory for interviews, is one of the toughest studies in communications.

Also contained in business communications are advertising marketing, technical advisory, correspondence, customer service, mediation, and negotiation, to name a few.