Cracking the Interview Code: Addressing Common Concerns
By Jeff Altman, The Big Game Hunter
It may happen during a screening interview but more likely to happen during second, third or final interviews that someone will express a concern.
I first tackle this for people at a staff level; then I do it from a manager level on up
00:00 Intro
00:38 For staff, the first way
01:22 For staff, the second way
01:53 For staff, the third way
02:26 For manager and above, the first way
03:03 For manager and above, the second way
03:37 For managers and above, the third way
04:18 Outro
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Today I want to discuss ways to address any concerns that come up in second, third or final round interviews. I’m Jeff Altman, The Big Game Hunter. People hire me for no BS job search advice and career coaching globally, because I make the process so much easier for people in their job search and much more. Now, at the beginning, the first section of this video is 
going to be dealing with less experienced people. And the second part is designed for when you’re at a manager, director, VP level on up for how to approach answering this.
So first, for those of you who are at a staff level, do not avoid hard questions. Take them head on. If an interviewer raises an apprehension about your experience or skills, don’t dance around it. Ask them to first explain or clarify the apprehension. Then acknowledge the concern professionally and provide a context to reassure them.
For example, “You don’t have a lot of experience in this industry.” And implied in that is how could you be successful in this role? So, respond openly by explaining how your expertise applies and highlight your ability to quickly learn. Provide an example of a time you quickly mastered a new skill.
Second, emphasize your interests and motivations. Especially at a staff level, interviewers want to know why you’re excited about an opportunity. Don’t just say what they want to hear. Give them real reasons the role aligns with your passions, talents, and goals. Speak enthusiasticly about how your background makes you a great fit. It would show self-awareness and helps address lingering doubts.
Lastly, express your flexibility and capability to overcome challenges and assure them you can adapt your approach based on the company’s needs and priorities. Highlight times you overcame obstacles to achieve success, despite initial obstacles. Reinforce that you’re excited by tough problems and can handle uncertainty. The key is balancing confidence with openness to feedback, and you have to do that in your answers and the stories you tell.
Now, if you’re a manager, director or interviewing for a VP level, or above, first, focus on the value you bring that relates to the situation you’ll be stepping into. Don’t get defensive if concerns arise about your experience. Instead, give them real examples of how you drove results in prior roles. Talk through your previous and proven leadership capabilities. Give them metrics that demonstrate how you contributed through objectives. Emphasize how you can replicate that impact in this new position.
Number two, showcase how you solve complex problems because interviewers need to know you can handle ambiguity and steer multiple priorities simultaneously. Discuss challenges you overcame through critical thinking, decisiveness and influencing stakeholders. Illustrates your comfort with vagueness. That’s the notion of dealing with ambiguity and share how you take initiative, synthesize data, and course correct adeptly as challenges emerge.
Finally, highlight your executive mindset and presence. Convey your capability to liaise across an organization and operate effectively at a leadership level. Your communication should be concise, clear and exude confidence. Reinforce your commitment to your firm’s success. Have compelling stories available. Demonstrate a strategic orientation, business acumen, executive maturity, as well as tactical capabilities. This will help position you as a serious contender.
So there you have it. Three ways to get ahead of concerns in critical interviews. I want to remind you like and subscribe. Let me know if you have any other questions. I’m Jeff Altman. Visit my website TheBigGameHunter.us There’s a ton in the blog that can help you. Plus you can schedule time for a free discovery call, schedule time for coaching, find out about my video courses, books and guides. Again, there’s a ton there that will help you. Also connect with me on Linkedin at linkedin.com/in/TheBigGameHunter
I forgot to mention if you’re interested in my coaching you around interviewing or something else, which you can also do to schedule time at my website for a free discovery call or schedule time for coaching or if you have questions hire me for Trusted Advisor Services so I can help you. Have a terrific day and be great!
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ABOUT JEFF ALTMAN, THE BIG GAME HUNTER
People hire Jeff Altman, The Big Game Hunter to provide No BS Career Advice globally because he makes many things in peoples’ careers easier. Those things can involve job search, hiring more effectively, managing and leading better, career transition, as well as advice about resolving workplace issues.
He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with over 2700 episodes.
You will find great info to help with your job search at my new site, JobSearch.Community Use coupon code ALPHA LAUNCH for a free Insider membership good until Jan 1, 2024. It is in alpha currently. Besides the video courses, books and guides, I answer questions from members daily about their job search. Leave job search questions and I will respond daily.
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