An interview is a conversation, a dialogue between multiple parties. Corporate HR is not suggesting any of our clients read a personal statement. An interview is a conversation, a helpful review to develop sophisticated trusts and communicate in a way both parties believe by striving together in the future will generate synergies toward company’s’ strategy. Again, INTERVIEW IS A CONSERVATION.
Let’s search on Google for the definition of “Inter” which the first description is “Between or Among,” an example, “interagency,” “internet” or “international.” The term “Interview” indicates “a meeting of people faces to face, especially for consultation.” Alternatively, “interview with (someone).” Both explanations involve various parties in a communication.
In Mock Interview's training, we noticed that numerous clients could speak for 3-5 minutes toward a straightforward question. What is the most common problem that international clients hear during interviews? "Tell me more about yourself." Whenever our clients catch this question, the client believes the most straightforward question has been asked, and that it is an excellent chance for our clients to show strengths and skills. It often begins with long telling, explaining, and reasoning phrase. From a well-trained HR perspective, professional HR will frequently nod his or her head as conversation approval behavior and sometimes indeed encourage client continues his or her statement for another 3-5 minutes. Science shows that the listener nodding their heads in conversation will enable the speaker to be recognized as approval and extend the conversation even longer. However, every interview is a manner of discussion plus it is not to read your personal statement.
Nonverbal communication is as much important as or even more important as regular communication with words and sentences. Nonverbal communication is “...between people communication through sending and receiving wordless cues. It includes the use of visual cues such as body language, distance, and physical environments/appearance, of voice and touch.” Moreover, it can be interpreted much different by cultures. Nonverbal communication shows confidence and the ability to master conversation circumstances. For example, stand up straight, eye contacts, and handshakes are all part of nonverbal communication. Nonverbal communication is a crucial point in the interview, directly determining the flow of the interview and the perceptions from both parties back to each other.
Nonverbal communication also includes whether the interviewees' dress meets the specific company's environment and work profession. Whether or not a formal business suit or relatively casual clothes should be based on the company's culture and interviewing positions.
Ask Good Question
In an interview, speaking too much during the interview can be a fatal setback. Especially when international clients have prepared a significant amount of content, and once the HR asked specific topics targeted the prepared question during the interview. The client begins delivering for a long moment for earlier developed and memorized concepts in their memory. This is called "Talking yourself right out of a job". In our training, we often say "Talents hired by skills and fired by attitudes." Due to cultural differences, especially among international clients, it is more common to see clients use inappropriate language in professional interviews. International clients need to be particularly precise about what is involved in the conversations, and anything involving age, race, religion, and gender is inappropriate. During a discussion and interview, the party asking the question is the party who gives direction and leads the conversation. In the interview, learning to ask right questions is a fundamental strategy. Still, in practice, we found that most of the international clients when they were asked: “Do you have any questions?” The clients directly came to the answer: “No.” However, ask essential questions show that the clients are fully prepared for the company in advance, and the client had a keen understanding of the specific industry. At Phenix Career Management, our senior consultants prepare essential industry key terms and knowledge upon requested by our clients.
Business Acumen & E.Q.
Especially in interviews, both business acumen and emotional intelligence are the necessary measurements for any interviews or from HR perspectives. Emotional intelligence is divided into five major parts. It is used to judge whether the interviewee can demonstrate Self-awareness, Self-regulation, Motivation, Empathy, and Social skills. Business acumen is relatively sophisticated, and Phenix Career Management, we uses TTI Success Insights assessment to measure business acumen capabilities from multiple aspects.
About The Author — Han Zhang
Han Zhang is a senior consultant at Phenix Career Managment. He is current practice in Startup Management & Strategic Planning, Career Development & Cross-culture adoptability strategy for International Clients. Han Zhang holds Bachelor’s in International Business Administration with Entrepreneurship & Innovation from Richard J. Fox School of Business and Management. Master of Global Management from Thunderbird School of Global Management. Certified Executive Global Entrepreneurship from UCLA Anderson School of Management and Organizational Leadership from the University of Johannesburg.