{"id":2230,"date":"2010-01-11T14:55:00","date_gmt":"2010-01-11T20:55:00","guid":{"rendered":"http:\/\/selectmetrix.com\/blogs\/2010\/01\/interview-myths\/"},"modified":"2010-01-11T14:45:13","modified_gmt":"2010-01-11T20:45:13","slug":"interview-myths","status":"publish","type":"post","link":"http:\/\/selectmetrix.com\/blogs\/2010\/01\/interview-myths\/","title":{"rendered":"Interview Myths"},"content":{"rendered":"

This article from Yahoo\u2019s Hot Jobs<\/a> contains 5 hiring myths designed to help candidates perform better in an interview.\u00a0 Myth #1 is excellent for the hiring manager<\/em>:<\/p>\n

Myth #1: Be prepared with a list of questions to ask at the close of the interview. <\/strong><\/p>\n
There is some truth in this common piece of advice: You should always be prepared, and that usually includes developing questions related to the job. The myth here is that you must wait until it is “your turn” to speak.<\/p>\n
By waiting until the interviewer asks you if you have any questions, “it becomes an interrogation instead of a conversation,” says Greene.<\/p>\n
Greene recommends that you think of an interview as a sales call. You are the product and you are selling yourself to the employer. “You can’t be passive in a sales call or you aren’t going to sell your product.”<\/p><\/blockquote>\n
How true!\u00a0 We always treat an interview (either phone or in-person) as a sales call.\u00a0 As a hiring manager for a sales position, the interview is<\/em> a natural sales situation.\u00a0 The interview is the perfect opportunity to play the role of the prospect to watch how the sales candidate qualifies and closes you.<\/p>\n
This approach, using the interview to see the sales candidate in action, is the foundation for repeatable, successful sales hiring.\u00a0 Salespeople are naturally good at\u2026selling!\u00a0 Granted, some are not, but they eventually get broomed.\u00a0 The problem is that many hiring managers are not adept at being the disinterested prospect in an interview.<\/p>\n
Many hiring managers (including many sales managers) are inexperienced interviewers.\u00a0 Their preparation may consist of nothing more than pulling out a resume 5 min. before the interview and then asking the candidate to walk them through their resume.\u00a0 This approach reveals nothing more than the candidate\u2019s pre-canned talk about their mostly unverifiable past.\u00a0 We\u2019re they really the top salesperson?\u00a0 Did they truly turn around an under-performing territory?\u00a0 Did they close 50 new accounts?<\/p>\n
No, the better approach is to treat the interview as a sales call and put some pressure on the candidate – see how they handle it.\u00a0 Interrupt them (graciously, of course) and change topics quickly.\u00a0 Can they move with the discussion?\u00a0 Question some of their statistics and look for visible signs of emotions.\u00a0 These unexpected moves knock them off of their script and if you have been in sales you know it is impossible to script a sales call.\u00a0 Ideally, the candidate can handle your \u201cobjections\u201d and respond with good qualifying questions.\u00a0 Now you can actually see the candidate in action which will reveal more about their abilities than any resume.<\/p>\n","protected":false},"excerpt":{"rendered":"
This article from Yahoo\u2019s Hot Jobs contains 5 hiring myths designed to help candidates perform better in an interview.\u00a0 Myth #1 is excellent for the hiring manager: Myth #1: Be prepared with a list of questions to ask at the close of the interview. There is some truth in this common piece of advice: You should always be prepared, and that usually includes developing questions related to the job. The myth here is that you must wait until it is “your turn” to speak. By waiting until the interviewer asks you if you have any questions, “it becomes an interrogation instead of a conversation,” says Greene. Greene recommends that you… Read More<\/a><\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"bgseo_title":"","bgseo_description":"","bgseo_robots_index":"","bgseo_robots_follow":"","jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":false,"jetpack_social_options":{"image_generator_settings":{"template":"highway","enabled":false},"version":2}},"categories":[2,16,10],"tags":[257,194,38,446,1492],"jetpack_publicize_connections":[],"jetpack_featured_media_url":"","jetpack_sharing_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/p5Oho-zY","jetpack-related-posts":[],"_links":{"self":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/2230"}],"collection":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/comments?post=2230"}],"version-history":[{"count":1,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/2230\/revisions"}],"predecessor-version":[{"id":2231,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/2230\/revisions\/2231"}],"wp:attachment":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/media?parent=2230"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/categories?post=2230"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/tags?post=2230"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}