Be Personal Without Getting Too Personal

Mike was an experienced accountant with the right education, the right work experience, and the right attitude. He called me after the interview and said, “I totally hit it off with them. There’s no doubt I got the job!” As a recruiter, when I hear a candidate utter those very words, I brace myself, for it’s an almost certainty that he won’t get the job. And he didn’t.

Why does this happen? All interviews begin at the same starting line. As each interview progresses, it takes a unique path, with turns and detours, and finishes at a very different ending point.

There are many pitfalls that can happen along the way, and “getting too personal” is an easy one to fall into. Even though there are laws that govern what questions an employer can ask, interviewers are not required to stop a job seeker who shares information they can’t otherwise ask about. For instance, a candidate can share too much personal information or talk about things that are irrelevant for far too long.

In an interview, you should get to know your potential employer. You want to connect with the interviewer, and you should share some information about yourself, your interests, and your background. Play a little bit of the “who do you know” game, but never offer your opinion about people you may know in common.

Here’s the trick: You need to share enough information to establish a personal connection with the interviewer and, at the same time, make sure that the interview does not become about other topics, namely family/kids, hobbies, where you went to school, or who you know, etc.

If you continue talking about topics that are outside of the scope of a formal interview, chances are the interviewer won’t stop you. How you handle this and get back on track will be very important to the success or failure of your interview.

Therefore, stay focused. Redirect the conversation back to appropriate topics by asking questions about the company, the opportunity, and explain why you and your background are a good fit for the position.

Remember, you are interviewing for a job, not auditioning for “Will You Be My Friend?” Hiring managers look for top talent to work for them and to help them accomplish the company’s business objectives.

Your work experience, skills, and proven ability to perform will be the driving factors in the hiring decision. Who you are, your interests, and the commonalities you share with your coworkers often helps make the decision that much easier.

Jonathan Broder is the author and founder of Strategic Professional Staffing www.stratpros.com and his blog is at www.stratprose.com