Stories are powerful in job interviews, irrespective of what side of the table you are sitting on.
From an interviewer’s perspective, drawing stories out of the candidate allows you to more accurately assess their values and cultural fit. On the other hand, candidates who use stories are able to create meaning and connection.
According to Andrea Durrant, CEO of BoardsGlobal, says, with chairs and nominations committees placing greater emphasis on values to determine the cultural fit of candidates, stories can provide powerful insights. “Storytelling can be an effective means of conveying relevant capabilities and also providing insights on personal values and leadership style,” she says.
David Braham, MD of Executive Search at Six Degrees Executive, agrees. “Storytelling is a powerful way to convey a message in a manner which is credible, authentic and believable, as well as keeping the listener engaged and connected,” he says. He believes that the standard STAR (Situation, task, action, result) based response is no longer enough to keep the interviewer engaged and connected.
Durrant adds that the reason most candidates don’t proceed to the next interview round is because they fail to engage and connect with the interviewer. “If your story is relevant, concise and interesting, you are more likely to make a connection.”
Candidates who understand the power of stories in job interviews prepare a suite of relevant stories they can share. They know how to keep them short (1 to 2 minutes) and they read the audience well. Interviewers who seeking more than a regurgitated list of skills from the CVs of candidates, will ask the right questions to elicit stories and not just the standard responses.
Braham is a firm believer that, “the success at an interview is as much based on your experience and ability as it is about being better than your competition, placing even greater importance on storytelling”.
Regardless of what side you are sitting on at the interviewing table, don’t underestimate the power of stories in ensuring a more successful outcome. They help both parties create a connection, delve deeper than just discussing dot points on a resume, and ultimately determine whether the candidate is the right choice for the job.
