Okay, continuing our series on the hiring process and continuing with the concept of
fit.
In the previous video, we introduced the concept of fit and the general - the belief of employers
that fit means a great deal and bringing someone on board in the organization that individuals
hiring are looking for someone that fits well with them.
We say previously that employers really look for somebody who is going to change things
dramatically, breeds dramatically different.
This may not be the case in high level strategy situations where decision makers are looking
for outside points of view.
We're talking about particularly at the entry level positions where people bringing individuals
on to understand that they're going to be part of the team or process and they need
to add value to that team or process.
In that way, they're looking for this level of fit.
You're interviewing and trying to gain this position via the interviewee, your initial
contact with an individual who could potentially create an opportunity for you, there are techniques
that you can use to demonstrate fit.
To start with, you have to understand the individual so you're going to research the
firm, the individuals that are hiring you, everything about it.
Their structure, history, leadership, their market position everything like that that
could help you understand something about the firm, the mentality those there.
Because again, this information if nothing else can again help you demonstrate a level
of fit within individuals there that you have a common level of knowledge or understanding
or concern for the business or operations.
Also, if you can meet anyone in the firm, knowing someone there is often a substitute
for having the debt to demonstrate a large of fit.
If someone is willing to vouch for you, individuals automatically associate you with the individual
who's vouching for them.
And if that individual is already an insider, already someone who's demonstrated that level
of compatibility, your fit, then it is a huge advantage for you.
It is a proxy for you demonstrated yourself that level of fit.
In the prior video, we mentioned the airport test and employer's likelihood evaluating
your likability whether they would be willing or what it would be like if they were stuck
in an airport with you for an extended period of time.
Will it be pleasant or unpleasant experience?
How well they can interact with you and whether that will be a likable experience.
Likability is an interesting factor and fit because it's purely emotional.
How you make that individual feel emotionally that it creates some level of endearment to
you.
So, it's an emotional type and naturally, that time makes individuals want to help you.
When you create a level of endearment or emotional response in them that's positive, individuals
have the natural tendency to want to reciprocate and that reciprocation can again commonly
form of helping you in some way.
Some techniques that just simply demonstrate a positive attitude outlook that is generally
uniform among most people.
Demonstrate confidence that is looking someone in the eye from handshakes and things like
that.
Confidence in the way you speak but avoid brashness, smile, be happy.
Make eye contact.
Your gestures should be opening and welcoming rather than close off and standoff.
Act engage when you're speaking with the person, energetic, bright-eyed, responsive.
That is don't try to overpower the individual in the conversation.
Listen, ask questions and generally be positive, supportive in that way.
Appear like I said, engaged or interested and again that adds a level of likability
and creates that level of reciprocity there where that positive emotional response wants
to be reciprocated.
So, to the last element there of comfort and mutual understanding between the individuals.
The idea of that, mutual understanding makes things more efficient.
In the prior video, we talked about the role of heuristics and that our prior experience
and understanding helped us be more efficient in the way we act and that commonality, understanding
among individuals makes them operationally more efficient.
But at the same time, that allows the individuals to let down their emotional guard.
When they feel like they don't be standoff, or its guarded because they believe that there's
some level of commonality and beliefs, values, interests, experience, etc.
It opens up the individuals to achieve, to share empathetic relationship that they feel
like they're in your position and the likability factor, you can create a positive emotion
and they're willing to reciprocate in that.
All these translates into they are more likely to want to bring you on for the position,
to want to work along with or beside you.
Comes out to this basic element.
You want to be likable and individuals want to be understood.
An employer, the person interviewing asking you questions, they have the natural tendency
to believe that you understand them whether you do or not.
And you have the errant belief that they understand you, now they have sub positions about you.
So you want to make it as apparent as possible that they do understand and what they understand
about you is that level of shared commonality with them, with their organization etc.
And if you can create that level fit above, like I said, like we previously said in another
video, above that minimum off confidence that is the greatest factor or attribute that you
can have or achieve in getting a position or getting hired.
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