Developing Good Answers (Part 1 of 2)
Not all answers are “good answers”. Good answers both reduce the employer’s concerns, while proving the candidate can meet their needs. They give the employer a reason to think twice. Often, we not only have to help our candidates create a good answer, but we also have to help them plan how to deliver it.In our work with the difficult-to-place these issues can be quite daunting. Over the next few weeks I will share a proven process for developing “good answers” which can be used for both major barriers and those with less social stigma. I will also share ideas on how and when to introduce them.
So the next few weeks we’ll look at a method for creating good answers to these barriers. In our work with the difficult to place these issues can be quite daunting if not answered well but the same method can be used for barriers with less social stigma.
5 Steps for Developing Good Answers
1 – Welcome the Question (3 seconds)
- Expect, even welcome the difficult question because most employers will ask it!
- Maintain a welcoming, relaxed facial expression and body posture. Don’t be defensive.
- Remember your clients can be screened out for issues that are illegal to ask about or politically incorrect! So if they don’t ask, but will find out … offer your good answer before leaving the interview.
This may look something like:
- “I’m glad you asked. I wanted to explain an important lesson I’ve learned…”
- “It’s personal, but you have the right to know and I want to be honest with you…”
No one is saying this is always easy, but if the employer is likely to find out the barrier anyhow, it’s important to take control and help shape the employer’s opinion of your candidate.
2 – Take Responsibility (10 – 15 seconds)
- Briefly explain what happened & why
- Take responsibility for your actions & choices
- Do not blame or deny … if appropriate, attribute it to youth… a “wrong crowd” you’re no longer a part of…. a bad decision you wouldn’t make today.
- Don’t brag or share gory details!
- Always be honest
Watch your language!… use words that are less intimidating and more positive so the employer doesn’t get “stuck” and stop listening. For example, use phrases such as “drank to much” instead of “alcoholic” or “took some things” instead of “burglarized”. We aren’t trying to hide the issue but give an accurate image rather than rely on the employer’s pre-determined view of what that word actually means.
To this point we have addressed what the issue was/is and how the candidate found themselves in that position. This is probably as far as most get but while it may explain the past it still doesn’t give the employer ease and a reason to hire your candidate. The final 3 steps which I’ll list next week make all the difference.
Photo by Karl Baron
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good answers, interview, barriers
