Although job seekers may overshare in interviews with negative statements about a previous employer, they risk falling victim to it.
There is not only a strategic reason not to overshare but also a tactical reason, reports Mickey Kampsen, president of Management Recruiters Inc. of Charlottesville, Va. Oversharing can possibly offer up information that is ultimately going to be a negative and/or boring, thereby diminishing their chances. Kampsen further maintains that a case of the nerves or overselling in an attempt to impress may undermine a positive outcome.
Sandy Charet, president of the executive search firm Charet & Associates Inc. in Cresskill, N.J., suggests that you examine information about you that could be negative and develop a technique she calls an acceptable truth. For example, a question about why youre no longer working at your previous company could lead to this packaging: It's not the right environment for me at this point in my career, she suggests. If they probe you (could) say, I like a more structured approach. The company might have been disorganized or you conflicted with its culture, but youre not making negative statements about either.
Were you fired? Analyze the reason. Create a statement thats honest about what you did, showing that in a different environment the same thing wouldn't happen, Charet advises. You might mention that it was pressured and you perform best with time to think. If you lacked a skill or experience, she recommends you consider adding that the company needs an expert in X and unfortunately, that was just not me.
Laura Rose, business coach at Rose Coaching LLC in Raleigh, N.C., recommends conceptualizing your role differently. "Visualize yourself as the host of the interview instead of the person in the hot seat," she advises. "It should be more a conversation than an interrogation.
These scripts will be helpful, but remind yourself that silence is acceptable, comments Laurie Siebert, director of career services at Walsh College in Troy, Mich. To avoid talking yourself out of a job, she explains, internalize each question, answer it directly and succinctly and then stop! Diminish risk by not rambling or wandering.
You may have to be deft to avoid questions that would disclose information about family, country of origin, native language, religious holidays or disability, according to Larry Bodine, editor in chief of Lawyers.com, a consumer site including legal topics published by LexisNexis. Analyze whether the person is a trained interviewer, someone not in HR, Bodine says. If not, its a red flag. Curiosity (often) overtakes the (interviewer).
Quickly turn your response into something that focuses on your qualifications for the job, he continues. Try to give the person a chance to recover or rephrase the question.
Another solution comes from recruiter Linda Ferrante, vice president of operations at RFT Staffing LLC in Farmington Hills, Mich. She indicates that attitude is essential so you dont seem defensive and dont put the interviewer on the defensive. Her method is to state, with a soft, gentle voice, that youre not sure why thats relevant to the position or ask for an explanation of its relevance to the job. She also cautions against thinking that a conversation with a recruiter is privileged as it is with clergy, attorneys or doctors.
If youre at risk of oversharing during interviews, prepare scripts and develop a mind set of you leading a conversation. During interviews consider your options for responding to irrelevant and personal questions. Monitor your content and tone.
Dr. Mildred L. Culp welcomes your questions at email@example.com. © 2013 Passage Media.