Introduction
What is an “objection” in the interview process? An objection can indicate at least two things:
- a reason why the interviewer believes you cannot successfully perform the available job; or
- a desire on the part of the interviewer to see how you might respond to a confrontation
In both cases, these elements can be potentially unfavorable if not handled properly. Every interviewee encounters objections, and the candidate who best overcomes each one is the one who has the advantage over the others.
The first step to take when facing an objection in an interview is to clarify what the interviewer is really objecting to. Many interviewers will make vague statements that cannot be answered, such as “I don’t think you have the academic background.
You should ask the questions, “What concerns you about my academic studies?” or “Can you tell me why my academic studies do not seem to meet your needs?”
The two key elements that will help you with this question are to be genuinely interested, not defensive, and to wait and listen carefully to the interviewer’s response.
“Well, everyone in this department holds an M.B.A., and I’m concerned that you will have difficulty keeping up and getting along with others.”
Instead of being offended by these statements, accept them for what they are worth and formulate a proactive strategy to respond positively. Your response, or rejoinder, should be based on a previous experience where the perceived problem did not negatively impact your ability to complete the work. It should highlight how you met your goals, or provided value to your employer, despite or because of the objection.
“In my last job, I was selected by my manager to serve as a liaison between Worldwide Consulting and our Director of Financial Operations. As you know, Worldwide Consulting has the best people with MBA’s and the best professionals in the field. My suggestions and coordination in this project resulted in significant cost savings in our accounting procedures and systems, and the project was completed on time and on budget. The report, which I can share with you, even mentions some of my accomplishments. So I can understand your concern and hope that I was able to demonstrate my ability to follow through and get along with your employees.”
As you can see, a convincing answer can demonstrate a range of positive characteristics: a positive attitude, good communication skills, and an ability to cope with pressure. Once you’ve answered the interviewer’s questions, you’ll have a chance to ask your own.
Interviewers make hiring decisions by evaluating both the questions you ask and the answers you give. Be prepared to ask questions that show concern for the employer’s welfare, not just your own.
Losing questions
The wrong questions deal with promotions, benefits, vacations or job security. These self-focused questions indicate that you are more concerned about what you have to gain than what you can offer the company. Wait until the company shows interest in you later in the process before asking these types of questions. Here are two examples of losing questions:
- When can I expect a promotion?
- What happens after my trial period is over?
Winning questions
Good questions asked by “applicants” are those related to the job you are applying for and will simultaneously highlight your talents and skills sought by your employer. Ask questions about the job duties, department structure, company goals and growth plans.
By asking these types of questions, you demonstrate that you are interested in the well-being of the company. Put yourself in the hiring manager’s shoes, and think about how you would react if you were asked the following questions:
- Describe the kind of person who gives his or her best in your company or department.
- What does this person need to do now to contribute to the business?
- Tell me how my role or job fits with the company as a whole.
Questions like these indicate that you are interested in working at the company and giving them value. Make a list of winning questions to ask:
- Has this position been created recently? If so, why?
- What do you see as the most important long-term goals of this new position?
- What do you consider to be the priorities of this position?
- What is the most urgent task of this job?
- What is the most difficult task in this job?
- What are the supervisor’s expectations?
- What is the management style of the company in general?
- What are the most important qualities found in the person you would hire for this position?
- How will I be evaluated in this position?
- Will I receive any orientation or training?
- When will you make your decision about filling this position?
- How would you describe the ideal candidate for this position?
- What must the new employee accomplish in the first six months in this position?