Interviews demand so much more than sound technique and relevant examples of experience (though these are important too). As a candidate, you need to bring to life the difference you will make – your values, your skills, what approach you intend to take and why, as well as your aspirations and how you will continue to develop in the role.
As HR professionals, we have seen first-hand that coaching in the context of preparing for an interview is incredibly valuable, not only because the insights gained help lead to a successful outcome, but they also lay the foundation for performance, confidence and fulfilment once in the role.
What difference does working with a coach make when preparing for interviews?
Interviews often come at pivotal moments in our careers and represent important choices about the type of organisation we want to join, or leave, and the responsibilities we want. An experienced coach can help candidates explore their motivations and crystalise how they will make a success of this new opportunity.
For some candidates, the interview will be for their ‘dream job’ and they want to work with a coach to make absolutely sure they convey their relevant experience and passion for it effectively.
Other candidates may be feeling low in confidence – perhaps it has been a while since their last interview; perhaps they are experiencing challenging circumstances or other pressures.
Coaching provides dedicated support that allows us to lift the lid on what might prevent you from being at your best at interview, and gives you time to work through those barriers.
Isn’t it just about good interview technique?
A coach who specialises in interview preparation will certainly cover helpful structures and tips for good interview technique. From our experience, however, refining technique becomes so much easier once a candidate really knows what they want to say. As coaches, we are always struck by the fluency and authenticity with which candidates respond to questions at the end of their coaching and this comes from their depth of understanding as well as good technique.
What does coaching for interviews involve?
Henry & Harris Partnership specialises in coaching for interviews. Once we have identified the right coach for you, your coach will put together an outline plan based on your aims and objectives. This will typically include the following four steps which can be worked through in just a few meetings:
Building your understanding of what the role really involves
Naturally, the coach and candidate will look closely at the role description and any other information provided, but coaching also gives the space to step back and consider the role systemically. This often involves exploring the broader context of the role and specific leadership responsibilities.
Good questions to consider are: What does the organisation really need from this role at this point in time? What is the unique contribution this role can make? What comparable roles are you aware of in the market?
Being clear on what you will bring to the role
Thinking through great examples that showcase critical knowledge, experiences and relevant achievements is always time well spent. However, a coach will also focus on you as a whole person because an interviewer will want to know what you are like to work with.
How often do we really step back to consider our values and principles and how these show up in the way we collaborate, take decisions and lead others? Candidates who are able to articulate these aspects of their personalities make a better impression and are more compelling in an interview process. Good questions to consider are: What am I motivated by and why? How do I get the best out of others?
Building your confidence
An experienced coach can help candidates build confidence and fluency across the different aspects of their application. For some, this involves working through interview techniques to structure answers well or coaching on issues that might be impacting confidence. For others, this involves not underplaying strengths. Visualising the first 100 days is also key; in other words, what will be your initial priorities and why? What will your new team see and hear from you? What will be important about the approach you take?
Practising your delivery
Interview answers often sound so good in our heads but it is incredibly difficult to voice them perfectly the first time we try. Candidates can even become distracted by how the answer sounds if they themselves haven’t heard it before. Practising, particularly with a coach who is experienced in assessment, helps candidates highlight the key points they want to make with confidence and assurance.
As a coach, it is incredible to see candidates transition from preparing interview answers on paper to engaging in compelling two-way dialogue with the interviewer. Even more powerful is the strong foundation this coaching time gives to the candidate’s vision and approach once in role.
At Henry & Harris Partnership we are passionate about providing great coaching to support leadership development and transition. Our coaches offer extensive coaching expertise alongside deep assessment experience. So, if you are looking for coaching support for an interview, or as part of a wider programme of development or transition, please contact us to arrange a free initial call with one of our experts. We’re ready to help.
