Career coach Natalie Fisher shares three psychology-based interview tactics. A Harvard Business Review study found interviewers often pick the likable candidate over the competent but unpleasant one. She explains the "180 switch" (ask questions first to tailor your answers) and the "but you are free" close, which a Western Illinois University study found doubles hiring rates.
This video is called Three Psychological Hacks in Interviews That Nobody Talks About. Let's get started. So when you get a call for the job interview, you feel both excited and nervous at the same time. Immediately, a bazillion questions start running through your head: How can I prepare? What questions should I study? What if they ask me trick questions? In this video, we are going to talk about 3 psychological hacks that can land you the job that most people are not even aware of, so stay tuned. So you may be the perfect fit on paper, and it's likely that everyone who's invited in for the interview at that point could be the perfect fit because they screen the resumes and the resumes reveal who has the qualifications or who could be a good fit for the role. So they're looking for a capable candidate, but everybody is capable. So when they meet you in person, that's where you differentiate yourself. So here are 3 psychological things that will help you to seal the deal during your next interview. The first thing is the likability factor. The truth is, and I'm not just going to put it bluntly, Likability is more important than skills, intelligence, or experience. I've seen it myself. The person who is the most likable will get preference. Interviewers just can't help it. It's usually subconscious because they're only human. You might think it's unfair, even unprofessional, to choose people this way. And you would think that given the choice between someone who is highly competent yet unpleasant versus somebody who is extremely likable but a complete idiot, the obvious choice would be the competent jerk, right? I thought so too. However, as it turns out, a Harvard Business Review study shows that people say that they choose the competent jerk in theory, but in practice they actually picked the lovable fool. So for many reasons, even though interviewers don't like to admit it, Even to themselves. The lovable fool wins. Here are a couple of soundbites from the study. If someone is liked, his colleagues will seek out every little bit of competence he has to offer. 2, sometimes it can be difficult to pry the needed information from the jerk simply because he is a jerk. And moving on to number 2, the 180 switch factor. At the end of the interview, for example, you might normally ask, what are the top 3 goals for the department in the next 3 months? What would the successful candidate do to alleviate stress from her future boss? These are 2 very good questions to ask. However, what if you started asking your questions at the beginning instead of waiting until the very end? The answers to these questions would provide great insights to you. If you ask them at the end, then what are you going to do with the information? You're going to say, okay, that sounds great, thanks for the info. You really needed to ask this information at the beginning because you could have used it to share what you would bring to the table to get them to those departmental goals. You need those answers to share what you would do to alleviate your own stress, therefore doing that Helping your boss would be a no-brainer for you. So, just like you tailor your resume to what's relevant to the job at hand, your interview should be no different. Your resume got you the interview, so use the same technique to let the interview get you the job. And number three, if this is called the but you are free factor. So how this works is. Reminding your interviewer in a subtle way that they're free to choose is another strategy based in psychology that has powerful persuasive powers. So this is the but you are free principle, and it explicitly reminds us that he or she is free to hire whoever they like. The goal of the interview is to convert the interviewers, right? And a A study done at Western Illinois University surveyed over 22,000 people, and when the but you are free technique was used, conversion rates doubled. Reminding your interviewer that they have the freedom to decide, even though they obviously already know this, is just a simple reminder that stacks the deck in your favor. So at the end of your next interview, You can close like this. I'd love to work with you, and I really enjoyed meeting you, regardless of who you decide to hire. Feeling uncertain before an interview sucks, but we all have been there. Now that you know a few of the psychological-based factors that drive people without them even knowing it, you'll have a dramatically different result during your next interview. So just imagine leaving that room feeling confident with your head held high, To start with, choose one of those techniques above and try it out. Now, if you like this video, feel free to give it a thumbs up or a thumbs down if you didn't like it. If you're interested in learning more from me, I have a free guide available. It's called How to Nail an Interview You're Not Qualified For. So all you have to do is click the link below to get instant access to the guide. And in the guide, what you're going to learn is how to identify the questions they're asking, things that they might not say out loud, how to tell captivating stories that trigger the interviewer to remember you above all other candidates, how to proactively identify an interviewer's concerns even when they don't voice them, and you're also going to learn how to steer the interview in the direction you want it to go, and what I say at the end of the interview to wrap it up and seal the deal, as well as— that's it. Click the link below to grab that now, and I will see you on the other side. Thanks for watching.
How To Sound Good Without Having All the Answers (In Meetings & Job Interviews)
