How to nail an interview...

Oftentimes the best candidate won't get the job. Whilst objective assessments and skills-based hiring is becoming more common, being a great interviewer is still firmly one of the three big weapons any jobseeker desires alongside a killer CV and a great network.

Having been a fly on the wall for thousands of interviews and had the benefit of detailed, candid feedback from both candidates and hiring managers, here are our time-tested golden rules for nailing an interview.

1 - Be yourself. This sounds simple, but is more nuanced than most people realise. Let your personality shine through, rather than going into 'interview mode' which no hiring manager really wants to see. You become relatable, and present as genuine and more memorable. Why act and be selected as someone you're not - that's setting yourself up for failure in the role if you get it. This relaxes you, allowing you to perform at your peak in every other aspect of the interview. Be yourself and find the right role/company that fits that, don't go the other way like most people - trying to bend yourself to be the shape you think they want to see.

2 - Do your research. And show you've done it! Never ask a question that you could reasonably be expected to know beforehand or easily research afterwards. Go deeper than everyone else the hiring manager is interviewing - have pertinent, content-rich discussions with them rather than 'same-sy' surface level discussions.

3 - "Cross the table" as soon as you can. The quicker you can metaphorically transition from sitting on the opposite side of the table as the interviewer to sitting beside them focusing on the role, opportunity, or challenge they're hiring for, the better. Imagine a hiring manager leaving an interview having been appropriately challenged on their thinking for the role, or further ahead in solving a challenge than they were beforehand. Shift the dynamic from them assessing you to already working with you.

4 - Answer the question. Again, so simple, and yet so (!) many senior execs go off-piste here. There is a fine line between being in sync with the interviewer and the conversation meandering to weird and wonderful subjects (a good thing) and an interviewee going on a monologue, answering a question that wasn't asked, or 'not getting it'. You'd be amazed how some of the most senior people in industry actually write down what they're asked in order to stay focused on the topic at hand.

5 - Tailor the level of detail. We often hear feedback of either A) the candidate seemed too 'in the weeds', they seem more narrow, specialised, and interested in this one aspect of the role, or they took up too much time with this one question and I didn't come away with enough understanding of their candidacy, or B) the candidate talked but didn't say anything, they were ducking the question, they don't know their numbers and it makes me think they're either covering something up or weren't actually the person driving what they say they were. This depends on the context and can be subjective, but ultimately gauge if the interviewer wants more or less detail, ask them if the detail is sufficient or too much, or follow up immediately after with numbers and details if you don't have them at hand. Be conscious of reaching a 50/50 ratio of who's doing the talking.

6 - Ask smart questions. The best interviewees always get to the heart of things quickly. They ask relevant questions which drive the conversation naturally and show the interviewer how they are thinking about the situation. The best interviews turn out to be conversations, almost more between peers, rather than a grilling or more traditional Q&A.

7 - If working with a (good) recruiter, ask their advice on both what to expect from the interviewer as well as how you present as a candidate. This is personalised, unfiltered, timely feedback and should be a golden rule for anyone, regardless of the outcome of the specific interview. The best candidates almost always try to pick our brains beforehand, the ones who flump often steamroll ahead with the attitude of 'I've got this' or simply do not take on board and implement the feedback we give them. This can cover hard and soft matters relating to your candidacy.

8 - Follow up with the interviewer. Unless discussed during the interview and following up with specific information, keep this brief, direct, and invite feedback. Any interviewer appreciates this 'old school' touch. Critically, do not put pressure on the interviewer for any particular response. Thank them for their time, reiterate your enthusiasm for the opportunity, welcome any feedback they're open to sharing or further addressing any concerns they have, and acknowledge they have a process and will be meeting other people.

9 - Sell. We don't mean the colloquial way. Study and implement sales techniques. You are ultimately selling yourself. Mirror the interviewer. Disarm their likely concerns upfront. Leverage loss aversion.

10 - Do the basics. Wear appropriate attire (wearing a suit and interviewing for a start-up - just go home), be on time, if virtual then ensure you have a quiet place and everything works. It's elementary school stuff, but C-suite folk still mess this up more than you'd think.