[Jobs] How to 'Speed-Read' Hiring Managers

[Peter Altschul]

How to 'Speed-Read' Hiring Managers

 

By PAUL D. TIEGER AND BARBARA BARRON-TIEGER

 

You've done your homework, located and researched the company of your
dreams, updated your resume and aced the first interview for a perfect
position. You want this job, feel uniquely qualified for it and would even
receive a big raise if you land it.

 

Now comes that all-important second interview with the decision maker. From
shining your shoes to getting a haircut, you've orchestrated every detail to
make the best possible impression.

 

But have you? By keeping your eye on that prized position, you may have
overlooked the importance of pleasing the gatekeeper -- the person standing
between you and professional glory.

 

Here's where your communication and strategizing skills can truly pay off.
Suppose you could quickly size up your interviewer and peer inside his head
to learn what he considers important and how he makes decisions. You'd then
be able to tailor your presentation to the way he prefers to hear and learn.
In effect, you'd be "speaking his language" while describing your strengths.

 

In fact, having this skill would be invaluable in every encounter -- from
job interviews to contract negotiations to co-worker interactions -- because
your ideas and messages would be understood and well-received.

 

But how can you determine how someone prefers to receive information? The
most basic way is by knowing their "personality type." Based on a host of
observable clues about personality type, you can "speed-read" a person's
style, key values and motivations. Once you understand these signs, you can
adjust your style and deliver your message in a way that's comfortable to
your listener, focusing on the things that are important to him. In effect,
being able to speed-read others allows you to achieve the ultimate
communications goal: to "speed-reach" them.

 

Naturally, having the ability to speed-read hiring managers provides
candidates with a critical edge in interviews, says Sarah McNaughton,
president of CM of New England Outplacement International, a career
management firm in East Hartford, Conn.

 

"In the interview process, you never get a second chance to make a first
impression," she says. "Being able to understand the interviewer's
personality -- what he or she's like and is looking for -- gives the
candidate a wonderful advantage."

 

The personality-type theory, which identifies 16 different personality
types, was originated by Swiss psychologist Carl Jung and the
mother-daughter team of Katharine Briggs and Isabel Briggs Myers. Using
personality type measurements to size up others has become more prevalent in
the past 15 years. For instance, lawyers have adopted this approach to
predict and influence jurors' behavior in numerous high-profile civil and
criminal cases. By observing a variety of clues, such as appearance,
demeanor, energy level, language, occupation, interests and body language,
you can identify which of the 16 types you're dealing with during a job
interview.

 

Building Communication Bridges

 

We've all experienced the ease and joy of being "in sync" with someone.
Often the reason we feel comfortable and communicate so well with the other
person is that we're most like them. In terms of personality type, this
means that we share many of the same "preferences" on each of the four
dimensions that make up a person's type. These shared qualities help us form
communication "bridges" that can be crossed easily. On the flip side, when
someone is different from us, we have to be aware enough to stretch or
adjust our innate style to make the impression we want.

 

The Four Dimensions

 

To understand how you resemble or differ from others, it helps to know the
four dimensions of personality type. Everyone is born with -- and remains --
one of the 16 unique types for life. Each of us has an innate "preference"
(much like being right- or left-handed) for how we operate in the world,
even though our behavior may vary depending on the given situation. For
example, people often act differently at the annual office holiday party
than they do at a client presentation.

 

Extrovert vs. Introvert

 

The first dimension of personality type is how people are energized and
where they direct their energy (externally or internally). Extroverts are
generally high-energy people who are energized by others and focus that
energy in the outside world of people and things. Since extroverts find it
easy to communicate verbally, they have a natural advantage in the
interviewing process. However, because they "think out loud," they may
inadvertently share more information than they, or the interviewer, would
like.

 

Inward-looking introverts have a rich inner world of thoughts and ideas and
often prefer to be by themselves. However, because they prefer to think
before they speak, they are at a decided disadvantage in spontaneous
discussions because they must respond quickly, an unnatural behavior to
them. This is especially true in initial interviews, which tend to be brief.

 

Sensing or Intuitive

 

The second dimension of personality type refers to how people gather
information (either through their five senses or by making connections and
using their "sixth sense"). Sensors are realistic and detail-oriented people
who are attuned to the here and now. They have a penchant for facts, but may
risk overloading interviewers with too many details, rather than emphasizing
the results they have achieved.

 

Intuitives are usually imaginative, creative and future-oriented. But these
"big-picture" people may not be specific enough, especially when dealing
with a down-to-earth sensor interviewer. In fact, among U.S. residents,
sensors outnumber intuitives by about 2 to 1. Therefore, it's likely that
your interviewer will be a sensor.

 

Thinking and Feeling

 

The third dimension of personality type -- thinking and feeling -- describes
whether you base decisions primarily on objectivity and logic or are more
persuaded by personal values and how your decision will affect others.
Thinkers may be described as "tough minded," while feelers may be considered
"tender hearted."

 

While thinkers pride themselves on their accomplishments, they often fail to
make all-important personal connections, which can be disastrous, if, for
example, your interviewer is a feeler. On the other hand, feelers are good
at developing rapport (especially feelers who are also extroverts) but may
not be assertive when selling themselves. And if their interviewer is a
thinker, feelers may misinterpret his or her lack of warmth as rejection and
become discouraged.

 

Judgers vs. Perceivers

 

The fourth dimension of personality type describes how people prefer to
organize their world and live their lives. Judgers are product-oriented
people who seek closure and are driven to have things settled.
Process-oriented people, known as perceivers, prefer to go with the flow and
keep their options open.

 

As with the other three dimensions, both types have strengths and weaknesses
when it comes to interviewing. Apt to make plans and be time conscious,
judgers may not learn as much as they can about a company or interviewer in
advance, nor ask important questions during the meeting. The more
spontaneous perceivers may be unprepared or allow precious interview time to
pass without making key points.

 

When all four preferences are combined, a powerful synergy occurs, which
creates the 16 unique personality types, such as "ENFP" (Extrovert,
Intuitive, Feeling, Perceiver) or "ISTJ" (Introvert, Sensor, Thinking,
Judger). Can you begin to recognize your tendencies from these brief
descriptions?

 

Into Action

 

Now that you know more about the components of personality type, you may be
ready to give "speed-reading" a try. In the following brief scenario,
imagine you're the candidate. Let's see what you can quickly learn about the
interviewer.

 

As an assistant shows you into the office, the interviewer glances up, takes
a quick look at her watch, gives a perfunctory hello and gestures for you to
take a seat. Once in the room, you're immediately struck by the imposing oak
desk and two leather club chairs positioned in front of it, as well as the
bookcase filled with reference books and policy manuals. Her desk is neat
and orderly and contains a calendar, file folder and a pen and pencil set.
No pictures of family members or friends are on the desk, but several
diplomas and certificates of achievement, one for being named manager of the
month, hang on the wall.

 

The manager is dressed in a conservative business suit. Her hair, which is
cut fairly short, is neatly combed. She keeps her suit jacket on. After a
moment or two of small talk, she opens a file on her desk to prepare for
your interview. Her tone is formal and professional as she outlines the job
requirements and her expectations for the prospective hire. Her language is
straightforward and direct. In a clear and commanding voice, she reviews key
experiences from your resume, covering lots of ground rather quickly, and
asks a few pointed questions about the reasons you left your last position.

 

She spends virtually no time complimenting you on your many highlighted
achievements. She describes in detail the responsibilities of the job and
emphasizes the timetable for implementing and completing key projects.
Finally, she tells you the salary and, looking at her watch, asks if you
have any questions. Showing you to the door, she informs you that someone
will be contacting you within two weeks.

 

What does this tell you?

 

Your interviewer has a strong work ethic. She values responsibility and
dedication to work above all else. She's a serious, no-nonsense person. Her
demeanor and appearance are formal and appropriately professional, and her
office and desk are neat and uncluttered. She's very conscious of time and
quickly ends a meeting once business has been completed. These are all clues
that she's a judger (J).

 

It's evident she's a high-energy person because she did most of the talking,
rarely pausing to think things through and speaking fairly rapidly. It's
quite easy to determine that she's an action-loving extrovert (E).

 

Your interviewer was very specific and cited many details. She used simple,
direct language. The only books in her office were reference guides and
policy manuals. These clues, as well as the statistics on the greater
prevalence of sensors, makes her likely to be a sensor (S).

 

Finally, you identified her as a thinker (T) because she chose to display
impersonal certificates of achievements instead of more personal photographs
of family, friends or pets. Her demeanor was businesslike and she did little
to make you feel comfortable in a stressful situation. She didn't smile
much, nor did she compliment you on the achievements reflected in your
resume.

 

You're now fairly confident that she's an Extrovert, Sensing, Thinking,
Judging type or "ESTJ." How does your ability to "speed-read" her help you
to convince her you're the right candidate?

 

Because she's an extrovert, you'll want to show her that you're also an
action-oriented person, capable of thinking on your feet. Preparing answers
to anticipated questions in advance (especially if you're a naturally
"think-before-you speak" introvert) should help you to respond more quickly
than you naturally prefer. Since she's a sensor, you'll want to provide her
with adequate details, facts and specifics. And you'll want to quantify in
concrete terms how your activities benefited your last employer. Because
you've identified her as a thinker, you don't expect a "warm, fuzzy"
reception. You know she'll make her decision based on an objective analysis
of your competence, rather than whether she likes you as a person.

 

To succeed with this hiring manager, you must stress your achievements and
accomplishments. Since you believe she's a judger, you should approach the
interview with the serious, no-nonsense, businesslike attitude she prefers.
You must be prepared, succinct and respectful of her time constraints.

 

Trying to learn and respond to an interviewer's personality type is common
sense, says Marky Read, a principal of Career Networks & ProSearch of
Burlington, Vt.

 

"There's no denying the intangible but powerful ‘personal chemistry' factor
which occurs in many interviews," she says. "Candidates who can make the
interviewer feel comfortable with them have a much greater chance of getting
the job."

 

You aren't guaranteed success just because you can speed-read interviewers.
However, this technique can help you to get a foot in the door and a leg up
in business -- and personal -- interactions. That's why many people view
this ability as the next best thing to having X-ray vision.

 

-- Mr. Tieger and Ms. Barron-Tieger are co-authors of "The Art of
Speedreading People," "Do What You Are" and "Nurture by Nature," (all from
Little, Brown and Co.). To participate in their research on a new book about
personality type and relationships, visit www.personalitytype.com on the
Internet. ,


-- 
No virus found in this outgoing message.
Checked by AVG Free Edition.
Version: 7.5.446 / Virus Database: 269.4.0/759 - Release Date: 4/12/2007
7:58 PM
 
-------------- next part --------------
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How to 'Speed-Read' Hiring Managers
 
By PAUL D. TIEGER AND BARBARA BARRON-TIEGER
 
You've done your homework, located and researched the company of your dreams, updated your resume and aced the first interview for a perfect position. You want this job, feel uniquely qualified for it and would even receive a big raise if you land it.
 
Now comes that all-important second interview with the decision maker. From shining your shoes to getting a haircut, you've orchestrated every detail to make the best possible impression.
 
But have you? By keeping your eye on that prized position, you may have overlooked the importance of pleasing the gatekeeper -- the person standing between you and professional glory.
 
Here's where your communication and strategizing skills can truly pay off. Suppose you could quickly size up your interviewer and peer inside his head to learn what he considers important and how he makes decisions. You'd then be able to tailor your presentation to the way he prefers to hear and learn. In effect, you'd be "speaking his language" while describing your strengths.
 
In fact, having this skill would be invaluable in every encounter -- from job interviews to contract negotiations to co-worker interactions -- because your ideas and messages would be understood and well-received.
 
But how can you determine how someone prefers to receive information? The most basic way is by knowing their "personality type." Based on a host of observable clues about personality type, you can "speed-read" a person's style, key values and motivations. Once you understand these signs, you can adjust your style and deliver your message in a way that's comfortable to your listener, focusing on the things that are important to him. In effect, being able to speed-read others allows you to achieve the ultimate communications goal: to "speed-reach" them.
 
Naturally, having the ability to speed-read hiring managers provides candidates with a critical edge in interviews, says Sarah McNaughton, president of CM of New England Outplacement International, a career management firm in East Hartford, Conn.
 
"In the interview process, you never get a second chance to make a first impression," she says. "Being able to understand the interviewer's personality -- what he or she's like and is looking for -- gives the candidate a wonderful advantage."
 
The personality-type theory, which identifies 16 different personality types, was originated by Swiss psychologist Carl Jung and the mother-daughter team of Katharine Briggs and Isabel Briggs Myers. Using personality type measurements to size up others has become more prevalent in the past 15 years. For instance, lawyers have adopted this approach to predict and influence jurors' behavior in numerous high-profile civil and criminal cases. By observing a variety of clues, such as appearance, demeanor, energy level, language, occupation, interests and body language, you can identify which of the 16 types you're dealing with during a job interview.
 
Building Communication Bridges
 
We've all experienced the ease and joy of being "in sync" with someone. Often the reason we feel comfortable and communicate so well with the other person is that we're most like them. In terms of personality type, this means that we share many of the same "preferences" on each of the four dimensions that make up a person's type. These shared qualities help us form communication "bridges" that can be crossed easily. On the flip side, when someone is different from us, we have to be aware enough to stretch or adjust our innate style to make the impression we want.
 
The Four Dimensions
 
To understand how you resemble or differ from others, it helps to know the four dimensions of personality type. Everyone is born with -- and remains -- one of the 16 unique types for life. Each of us has an innate "preference" (much like being right- or left-handed) for how we operate in the world, even though our behavior may vary depending on the given situation. For example, people often act differently at the annual office holiday party than they do at a client presentation.
 
Extrovert vs. Introvert
 
The first dimension of personality type is how people are energized and where they direct their energy (externally or internally). Extroverts are generally high-energy people who are energized by others and focus that energy in the outside world of people and things. Since extroverts find it easy to communicate verbally, they have a natural advantage in the interviewing process. However, because they "think out loud," they may inadvertently share more information than they, or the interviewer, would like.
 
Inward-looking introverts have a rich inner world of thoughts and ideas and often prefer to be by themselves. However, because they prefer to think before they speak, they are at a decided disadvantage in spontaneous discussions because they must respond quickly, an unnatural behavior to them. This is especially true in initial interviews, which tend to be brief.
 
Sensing or Intuitive
 
The second dimension of personality type refers to how people gather information (either through their five senses or by making connections and using their "sixth sense"). Sensors are realistic and detail-oriented people who are attuned to the here and now. They have a penchant for facts, but may risk overloading interviewers with too many details, rather than emphasizing the results they have achieved.
 
Intuitives are usually imaginative, creative and future-oriented. But these "big-picture" people may not be specific enough, especially when dealing with a down-to-earth sensor interviewer. In fact, among U.S. residents, sensors outnumber intuitives by about 2 to 1. Therefore, it's likely that your interviewer will be a sensor.
 
Thinking and Feeling
 
The third dimension of personality type -- thinking and feeling -- describes whether you base decisions primarily on objectivity and logic or are more persuaded by personal values and how your decision will affect others. Thinkers may be described as "tough minded," while feelers may be considered "tender hearted."
 
While thinkers pride themselves on their accomplishments, they often fail to make all-important personal connections, which can be disastrous, if, for example, your interviewer is a feeler. On the other hand, feelers are good at developing rapport (especially feelers who are also extroverts) but may not be assertive when selling themselves. And if their interviewer is a thinker, feelers may misinterpret his or her lack of warmth as rejection and become discouraged.
 
Judgers vs. Perceivers
 
The fourth dimension of personality type describes how people prefer to organize their world and live their lives. Judgers are product-oriented people who seek closure and are driven to have things settled. Process-oriented people, known as perceivers, prefer to go with the flow and keep their options open.
 
As with the other three dimensions, both types have strengths and weaknesses when it comes to interviewing. Apt to make plans and be time conscious, judgers may not learn as much as they can about a company or interviewer in advance, nor ask important questions during the meeting. The more spontaneous perceivers may be unprepared or allow precious interview time to pass without making key points.
 
When all four preferences are combined, a powerful synergy occurs, which creates the 16 unique personality types, such as "ENFP" (Extrovert, Intuitive, Feeling, Perceiver) or "ISTJ" (Introvert, Sensor, Thinking, Judger). Can you begin to recognize your tendencies from these brief descriptions?
 
Into Action
 
Now that you know more about the components of personality type, you may be ready to give "speed-reading" a try. In the following brief scenario, imagine you're the candidate. Let's see what you can quickly learn about the interviewer.
 
As an assistant shows you into the office, the interviewer glances up, takes a quick look at her watch, gives a perfunctory hello and gestures for you to take a seat. Once in the room, you're immediately struck by the imposing oak desk and two leather club chairs positioned in front of it, as well as the bookcase filled with reference books and policy manuals. Her desk is neat and orderly and contains a calendar, file folder and a pen and pencil set. No pictures of family members or friends are on the desk, but several diplomas and certificates of achievement, one for being named manager of the month, hang on the wall.
 
The manager is dressed in a conservative business suit. Her hair, which is cut fairly short, is neatly combed. She keeps her suit jacket on. After a moment or two of small talk, she opens a file on her desk to prepare for your interview. Her tone is formal and professional as she outlines the job requirements and her expectations for the prospective hire. Her language is straightforward and direct. In a clear and commanding voice, she reviews key experiences from your resume, covering lots of ground rather quickly, and asks a few pointed questions about the reasons you left your last position.
 
She spends virtually no time complimenting you on your many highlighted achievements. She describes in detail the responsibilities of the job and emphasizes the timetable for implementing and completing key projects. Finally, she tells you the salary and, looking at her watch, asks if you have any questions. Showing you to the door, she informs you that someone will be contacting you within two weeks.
 
What does this tell you?
 
Your interviewer has a strong work ethic. She values responsibility and dedication to work above all else. She's a serious, no-nonsense person. Her demeanor and appearance are formal and appropriately professional, and her office and desk are neat and uncluttered. She's very conscious of time and quickly ends a meeting once business has been completed. These are all clues that she's a judger (J).
 
It's evident she's a high-energy person because she did most of the talking, rarely pausing to think things through and speaking fairly rapidly. It's quite easy to determine that she's an action-loving extrovert (E).
 
Your interviewer was very specific and cited many details. She used simple, direct language. The only books in her office were reference guides and policy manuals. These clues, as well as the statistics on the greater prevalence of sensors, makes her likely to be a sensor (S).
 
Finally, you identified her as a thinker (T) because she chose to display impersonal certificates of achievements instead of more personal photographs of family, friends or pets. Her demeanor was businesslike and she did little to make you feel comfortable in a stressful situation. She didn't smile much, nor did she compliment you on the achievements reflected in your resume.
 
You're now fairly confident that she's an Extrovert, Sensing, Thinking, Judging type or "ESTJ." How does your ability to "speed-read" her help you to convince her you're the right candidate?
 
Because she's an extrovert, you'll want to show her that you're also an action-oriented person, capable of thinking on your feet. Preparing answers to anticipated questions in advance (especially if you're a naturally "think-before-you speak" introvert) should help you to respond more quickly than you naturally prefer. Since she's a sensor, you'll want to provide her with adequate details, facts and specifics. And you'll want to quantify in concrete terms how your activities benefited your last employer. Because you've identified her as a thinker, you don't expect a "warm, fuzzy" reception. You know she'll make her decision based on an objective analysis of your competence, rather than whether she likes you as a person.
 
To succeed with this hiring manager, you must stress your achievements and accomplishments. Since you believe she's a judger, you should approach the interview with the serious, no-nonsense, businesslike attitude she prefers. You must be prepared, succinct and respectful of her time constraints.
 
Trying to learn and respond to an interviewer's personality type is common sense, says Marky Read, a principal of Career Networks & ProSearch of Burlington, Vt.
 
"There's no denying the intangible but powerful &#8216;personal chemistry' factor which occurs in many interviews," she says. "Candidates who can make the interviewer feel comfortable with them have a much greater chance of getting the job."
 
You aren't guaranteed success just because you can speed-read interviewers. However, this technique can help you to get a foot in the door and a leg up in business -- and personal -- interactions. That's why many people view this ability as the next best thing to having X-ray vision.
 
-- Mr. Tieger and Ms. Barron-Tieger are co-authors of "The Art of Speedreading People," "Do What You Are" and "Nurture by Nature," (all from Little, Brown and Co.). To participate in their research on a new book about personality type and relationships, visit www.personalitytype.com on the Internet. ,
--
No virus found in this outgoing message.
Checked by AVG Free Edition.
Version: 7.5.446 / Virus Database: 269.4.0/759 - Release Date: 4/12/2007 7:58 PM