At Practice Pitch, we have been fortunate enough to witness hundreds of mock interviews, which we can confidently say has provided us with an unparalleled perspective on the facets of behavioral interviewing. We have observed how the candidates attempt to tackle these fundamental conversations and what’s more important, we have learned what the recruiters hope to uncover. Here is what we learned:
The Bridge Between Technique and Narrative:
One of the most astonishing gaps that we uncovered was the gap that exists between the capabilities of the candidates and their ability to show them in the behavioral interviews. While an overwhelming majority have stellar credentials, they hardly know how to frame their stories in their favor. This reinforces the constructive necessity of storytelling during interviews. Aside from possessing skills, you also have to be able to showcase them through illustrative explanations.
The Overlooked Power of Reflection:
Self-reflection signals self-awareness, something we have noted is regarded favorably by recruiters. Simply sharing an experience does not cut it since recruiters are searching for candidates who understand the importance of their prior experiences and know how to articulate it. This highlights the importance of having a growth mindset and being willing to improve. It is remarkable how individuals, even those who have encountered failure, are able to demonstrate growth and learned lessons from those experiences.
The Subtle Cues of Emotional Intelligence:
Aside from the obvious word centered behavior, non-verbal cues draw the attention of the recruiters which we believe is rooted from their emotional intelligence skill. It is particularly interesting to note the presence of active listening and empathy, as well as the ability to maintain calmness as traits that particularly stand out under pressure. Defensiveness and dismissive behaviors tend to leave unpleasant emotions behind. Even in mock interviews, where the pressure is reduced, these emotional queues tend to emerge, with those good at interviewing noticing.
The Relevance of Cultural Fit (Even In Role Play Lessons):
During role plays, you can still see culture fit at play. Candidates that seem to resonate in style with the interviewer are likely to do better than those who do not. This insight confirms the belief of the interviews being mutual. Candidates must, like the recruiter, decide whether the organization meets their expectations. We advise all of our mock interviewees to pose questions and check if their values are taken care of by the responses they receive.
The Absence of Detail and Concrete Responses is Common:
A common error we have observed is that many of the candidates tend to answer questions in a broad or vague manner. They often do not give specific instances or measurable outcomes. The absence of details makes it nearly impossible for recruiters to gauge their competencies and experience. We constantly emphasize the STAR method and how qualifying the answer with objective statistics, when possible, increases its value.
The Necessary Human Element:
Even in this fast-changing world of automated processes, hiring still needs a human touch. We have witnessed that the candidates who build good working relationships with the interviewer are likely to make a positive impact. The ability to forge a connection with someone else as well as stand out from other candidates is both an authentic and vulnerable trait to have.
The Goal We Work Towards:
These observations speak to the importance of practice at Practice Pitch. We strive to assist candidates in cracking the illusive code of behavioral interviews and grooming them for success. Candidates are provided with realistic mock interviews, and after each session, candidates get helpful pointers on how to improve their performance to ensure they are able to showcase their true potential confidently. Based on the provided results, we continually refine our processes and our feedback.