Do you miss a good riddle? Well, I’m A) happy to oblige and B) unwilling to offer an apology…
What do we seek in our stories, avoid in our lives, and view as a catalyst for growth?
The answer is a conflict.
As the late writer Syd Field pointed out “All drama is conflict. Without conflict, you have no action; without action, you have no character; without character, you have no story; and without story, you have no screenplay.” And he’s right. What would a movie be without any conflict? What would After Hours have been if Paul and Marcy just hit it off, got married and had 2.5 kids? Well, in that case, it would have been a romantic comedy instead of a dark one. Still, the point stands; conflict has a place in every story.
And believe it or not, it has a place in a job interview.
That seems like an odd thing to say. The world feels as though it is full of conflict at the moment. With that in mind, the last thing we want is dissension in our job search. And yet, it will mostly likely manifest in some way, shape or form in a job interview.
Conflict can arise in a number of ways. It may be a difference of opinion on how to perform a task or the approach a certain position. It could be a discussion about industry competitors or, in an even more dubious turn, the dissection a former employer. Finally, it may not take the form of a traditional clash of opinion. An interviewee may be conflict bound if a hiring manager asks them about a termination or dismissal.
Whatever the case, there is a correct way to approach interview conflict. Moreover, there is a chance that you could impress a future employer by handling a difference of opinion properly. The key, as summarized by Ellie Green, is to harness that opposition and guide it into the corral of engaged discussion.
Here are some tips on how to convert the kinetic energy of those tense questions into a flow of a healthy debate:
LISTEN
First and foremost, listen. Make every effort to understand exactly where the speaker is coming from, even if you don’t agree. This is part of what Forward founder Carolyn Stokes considered framing [the disagreement] as a healthy discussion. By absorbing all of the nuances of the speaker’s perspective, you will be better equipped to offer a thoughtful and insightful response.
If necessary, ask for clarity. It’s perfectly acceptable to pause the interview so that you can understand the question. Sometimes, you can even repeat the question back to the interviewer, giving both you the chance to ruminate on the possible answers.
RECOUNT THE FACTS
Think of this as a news broadcast. This is your chance to establish a clear and concise narrative. When in doubt, you can always lean on the fundamentals of sound journalism; who, what when where and how.
When you do respond, stick to the details. Try to avoid exaggeration or editorializing. The best thing to do is present the facts of the case. If you opt to inject your opinion, take a moment to declare your intention. Offer a segue such as, “in my opinion,” to mark the transition.
AVOID CASTING BLAME
This may seem difficult or even contradictory when you weigh it against our previous point. However, the two are not mutually exclusive.
It’s not your job to convince the interviewer of right or wrong; this is not a trial. We tell the story without assigning fault to anyone involved. If there was a negative outcome, reiterate the facts of the case before explaining exactly what you did. If, for example, a project failed, point out the efforts made by you and your team before the end.
The goal here is not to spin the facts. Instead, the objective is to paint the picture of a venture, stumble, and honest effort in the face of adversity.
END WITH A LESSON
The best way to stick the landing is with an affirmation of growth. Not in the Saturday Night Live Stuart Smalley sense, but in the reflective sense that promotes wisdom after failure.
In closing, identify the key takeaways from your experience. Take stock of the lessons you learned and demonstrate how those lessons propelled you into a new role, training or an increase of self-awareness.
After all, you aren’t interviewing with a robot… at least not yet. The person on the other side of the hiring desk has life experience just like you. That experience, though sometimes painful, is a part of your character. In some ways, it added conflict to that story that brought you into the interview room on that very day. That story is your story, now let’s go tell it.
Hickey holds a certification in resume preparation and has 15 years of experience as a hiring professional. To send a question for inclusion in this column or to inquire about his professional services, email Hickey at williamhickey3@msn.com.
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