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and specifically, how they achieved

those accomplishments, rather than

just sharing a list of activities, always

stand out. It’s critical that candidates

are prepared to share specific situations,

the actions they took while navigating

the situation and then ultimately, the

outcome of their actions. The more

specific a candidate can be in describing

his or her experience, the more

memorable they will be.

Takeaway: Provide specific examples

when explaining your experiences.

What type of responses from the

candidate are red flags to you?

JULIE:

If the candidate’s resume or

application notes a specific skill or

competency and when asked to share

an example, the candidate is unable to

explain and or provide an example to

support the information.

DUSTIN:

A red flag to me is when a

candidate is asked to give a specific

example, but instead provides a

hypothetical response. Additionally,

responses that lack depth or specifics

regarding accomplishments/outcomes

are always a red flag.

Takeaway: Provide specific examples

when explaining your experiences

(sound familiar?).

What question do you wish candidates

would ask more often in interviews?

JULIE:

I recommend asking more

questions about a typical day in the

office and to ask about the company

culture and work team. I also think it

would be a good idea to understand

what is expected in the first 30, 60, and

90 days. It also helps the candidate to

understand expectations by asking what

would be considered an “outstanding

employee”.

DUSTIN:

Candidates that have

networked and researched, both

internally with current employees as

well as externally within the industry,

will separate themselves from other

candidates. Those that can share

insights gained during their research,

and then ask the interviewers for their

perspective on those insights, create a

positive exchange of information during

the interview which is valuable for both

employer and candidate. Candidates that

are able to ask relevant questions which

show the work they’ve already put into

learning about the position, the company,

the industry and the customers will

always learn more and the interviewer

will learn more about them.

Takeaway: Don’t miss out on the

opportunity to learn more about the

organization and the specific role, while

also showing the interviewer that

you’ve done your homework.

How much emphasis do you place on

candidates post-interview follow-up?

JULIE:

It is critical to immediately write a

thank you note and follow up within the

next few days. It is also important

to share why they want the job and

emphasize the skills and competencies

that align with the role.

DUSTIN:

Candidate follow-up is

important. It provides a glimpse into

how the candidate may behave as an

employee, both with internal

stakeholders and with customers and

vendors. Candidates who follow-up

throughout the interview process

always make a good impression.

Takeaway: Make post-interview

follow-up a priority.

Try to recall the best interview you’ve

been a part of. What made this candidate

interview exceptional?

JULIE:

Some of the most exceptional

interview experiences that I have

observed include the candidate’s ability

to provide recent examples of

experience, education or projects that

meet the qualifications of the role.

Candidates that provide succinct and

honest responses to questions.

Candidates that describe their ability to

navigate change, resolve technical

challenges and help others.

DUSTIN:

I’ve had the privilege of

participating in many high-quality

interviews over the years. The most

exceptional candidates did the following:

took initiative to prepare, which created

a strong two-way dialogue; listened

carefully to questions and shared specific

experiences that were meaningful and

relevant to the role; identified hiring

manager’s needs as they asked ques-

tions then tailored their responses to

show how they could bring value to the

position and the organization; proac-

tively asked the hiring manager what the

next steps were in the interview process;

expressed sincere interest in the role;

and followed-up that day with individual

notes to each interviewer.

Takeaway: Relate specific experiences

to the role you’re interviewing for. Also,

describe how your employability (soft)

skills will add value to the organization.

As you prepare for your next interview,

review this article and determine how

you will be able to deliver on Julie and

Dustin’s advice!