Get the chemistry right at your interview

Even with training and the use of competency or behavioural questioning, interviewers still rely on their gut instincts when deciding whether a candidate would be a good hire, according to the New Scientist.

Most candidates don’t need to be told that a firm handshake gets the interview off to a good start (better if your hand is warm, rather than cold) or that maintaining eye contact and smiling makes you appear honest and friendly. But there are other psychological aspects that can make things click between you and the interviewer.

Find common ground
It sounds obvious, but creating rapport, by finding something in common or agreeing with the interviewer, will make you both feel good about each other. It’s natural to like someone who likes us, so find a way of being on the same wavelength as the interviewer.

But you need to be genuine – feigning interest is difficult to pull off convincingly. As long as you are genuinely interested in the other person, other body language giveaways (eye contact, facial expression, matching postures and movements) will also be natural, rather than forced and creepy.

Don’t discount the power of your attractiveness
Interviewers are no more immune to physical attraction than anyone else. Of course many are trained to look past physical appeal, but use the first vital moments of your interview to create a favourable impression. Eye contact together with a smile makes you more attractive to the opposite sex, researchers at the University of Aberdeen found.

Unfortunately, you’ll only enhance your appeal if you’re physically attractive to begin with, so don’t just rely on a winning smile. Flattering and stylish clothes also play their part, as do obvious signs of health and vitality.

Amass points in your favour
If you score highly in one characteristic, you’re assumed to score highly in other areas, too. Good interviewers ask revealing questions to uncover the extent of your job abilities, but if you show a high level of integrity, or responsibility, for example, you’re starting from a strong position when asked questions designed to uncover the extent of your loyalty to a company, or your willingness to go the extra mile to complete a project.

What other psychological factors have you noticed from interviews – either as the interviewer or as the interviewee?

Photo credit: Wasoxygen