Interviewing Skills

Help Your Applicants Hone Their Interviewing Skills … While Protecting Your Time

Michael Neece

Interviewing is a great part of our business. Every recruiter spends lots of time helping their candidates interview during the hiring process. You can do everything right as a recruiter, but if your candidate doesn't do well, you’ve got to start all over again. You can spend so much time prepping candidates as a recruiter that you dilute your efforts on making successful placements. This article discusses the Interview Mastery software that can help your applicants hone their interviewing skills … while protecting your valuable time.


The requirements for the system are straightforward: the recruiter sends the applicant a link to an online e-learning video program, a program that they could spend as much, or as little, time as they want to build their interview skills to do well during an interview. And the whole premise is that it's simple. It has to be simple because asking your candidates to do something complex in the most stressful event of their career won't work. The principles are very simple, and the bottom line is it works! When the system was conceived, it was just taking wisdom gained from years of recruiting and sharing it with others, whether they were candidates or somebody referred by others. The Interview Mastery system has served recruiters for some 20 years and has 56,000 users in 75 countries. Interview Mastery is updated continuously with feedback from recruiters and job seekers. It has grown into this reservoir of collective wisdom from thousands and thousands of people of their interview experience.


Interviewing is widely viewed as a very stressful experience, so stressful for a lot of people that it may be ranked among one of the top three: Death, divorce, and getting a new job! Interviewing for a new job is very stressful for anyone going through the process of changing such an important part of their life. Interview Mastery is focused on helping people get through that scary time.


The process is based upon a simple, memorable mental model, like an icon, that would help somebody know: here's the beginning of the interview, and here's what I’ve got to do; here's the middle; here's the end and here's what I’ve got to do. The software addresses issues like what you do in the beginning, how you facilitate a conversation in the middle part of the interview, and the questions you ask at the end. Your goal is to communicate your experience accurately. Recruiters sometimes will try and prep their candidates to do a lot of selling, and they'll say, “Oh, this interview thing is a selling event,” and nothing could be further from the truth! This is a communication event between two strangers who will talk for 45 minutes, and one of those strangers is tasked with making a judgment about the candidate's future job performance.


Humans are not very good about predicting the future: just try to predict whether the stock market will go up or down tomorrow! And interviewers have just as challenging a time. What you can ask for and try to accomplish is to make sure that you communicate your story, structure stories about your experience, and how that could benefit the hiring team.


Recruiters spend a lot of time prepping their candidates, and that's valuable time out of their week. Efficiently coaching candidates on how to interview well can help recruiters save on their most important commodity: their time! The recruiters will spend time prepping candidates who ultimately are successful placements, but they'll also spend some time with people they can't help, that they can't place.


And these candidates say: “Oh, can you just look at my resume? Oh, can you just tell me this?” A candidate who got referred to you is asking you for your time. It's much more effective to send them login information to Interview Mastery. The person you can't help, that you're never going to place, will get enormous value. The recruiters can advance their brand and, in just 15 seconds, send this new person referred to you, whom you're never going to place, to a website that will help them.


You just send them the login information over text or email. They will remember you! You will hear, “Oh my God! I had this person that contacted me. I was never going to place them. I sent them login information to Interview Mastery. Six months later, that person called me back and said, Jim, you couldn't place me six months ago, but now I landed in this senior marketing position, and I'm looking to hire people, and I want your help because you're the only recruiter who took the time to help me.” This demonstrates the long tail of value you can deliver by helping in even the smallest way. Delivering that value and being helpful to people always comes back perhaps ten times over. Only good things can come from what you put into helping someone else.


If you want to know more about helping your applicants while protecting your time, contact Michael Neece at and click on Contact Me. Michael will get right back to you.

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Michael Neece

CEO Interview Mastery