Last week I watched an episode of the
Fairy Jobmother, a reality show which focuses on finding employment for chronically unemployed individuals. I'm not a fan of reality shows generally, but I like to keep tabs on shows like "
The Apprentice" and "The Fairy Jobmother" because I know my students and clients are watching them. These particular shows are generally less offensive than most reality shows-- no one is drunk or vomiting (at least not yet).
Billed as a "no-nonsense British import," Fairy Jobmother Hayley Taylor is clearly not encumbered by any Rogerian counseling training or empathic listening skills that would prevent her from saying pretty much whatever she thinks (although in a Nancy Grace-like switch from persecutor to rescuer she does throw in occasional tears and hugs). And her clients do seem to need a reality check even though I don't think public shame is the best technique to accomplish this. Portraying unemployed individuals as lazy or clueless ignores the reality of a poor job market, not to mention the learned helplessness, low self-efficacy, poor motivation, and other psychological factors that prolonged unemployment can engender.
Like all shows which have to fit into a neat story arc within one hour, the process is condensed and edited, and the outcomes (the phone call with the job offer in the last five minutes) are often too pat, as evidenced by the coda at the end of show, where it's not unusual to learn that the person only lasted a short time at the job and is now seeking new employment. This, of course, speaks to the much more complex nature of the job market and job-seeking-- it's not just about resumes and interview techniques described as "tricks" on the website. If all it took were "tricks" many more unemployed people would be back at work.
Still and all, the show does highlight important elements in any job search (including a cold, hard look at finances), and Episode 5, the "Wolfe family", introduced a common but often-unexpected interview strategy thrown in as a surprise to both the candidate and (seemingly) to Ms. Taylor: a simulation exercise in the form of a role-play.
In this episode, the candidate was interviewing with an event planning organization. Her traditional interview was interrupted by some angry "clients" (actually employees of the site) who presented financial problems amidst emotional turmoil relating to their upcoming wedding. The interviewer asked the candidate to handle the problem. Unfortunately, the candidate made a key mistake: she fell apart and started crying. Never a good job interview strategy. Instead of helping her "clients" logically work out their issues, (as a colleague of mine used to say, "in a marriage, money = love") she projected her own issues around money and basically told them their problems were silly-- and by extension they were also silly. Not a good way to keep wealthy entitled clients in your wedding planning business.
But it was an excellent "teachable moment" as we like to say in my field. So let's all learn.
Employers are besieged by candidates who claim to be "team players", "hard workers", "excellent communicators", and "expert you-fill-in-the-blank-here." Having been burned by these empty superlatives more than once, employers are increasingly using interviewing techniques designed to ferret out the best from the merely bragging.
Simulation exercises can appear any time in the interview process. They can range from short and simple (at a sales interview, the interviewer hands you his pen and asks you to "sell me this pen") to complex, hours-long role plays and exercises. For example, in this online human resources forum, someone posed a question about an upcoming interview that involved a 5-hour exercise which included completing several tasks, creating a written action plan, and preparing an oral presentation. This candidate appeared to have received this information ahead of time, which can be very helpful for the preparation process.
Quite often, though, they occur unexpectedly. A candidate indicates on a resume that she speaks Spanish and suddenly the interviewer starts conducting the interview in Spanish. An aspiring publicist is given a series of articles about a new invention/product and is asked to write a news release within an hour. You might be asked to take a spelling test, a computer-programming test, or otherwise demonstrate basic workplace skills.
A client of mine interviewed for a counseling position at a nonprofit organization, and indicated on her resume that she used Mac computers. On the day of her interview, the nonprofit organization had just switched from PC's to Macs-- and the Director conducting the interview didn't even know how to turn his on. The candidate offered to help and spent about 30 minutes giving him a basic lesson on Macs. She got the job. (Imagine how badly this would have gone if the director had asked for help and the candidate didn't really know how to work Macs.)
Sometimes candidates are asked to complete an "in-box" exercise-- a common simulation activity where the candidate is given a box filled with important memos, correspondence, reports, etc., and asked to prioritize them, determining which items they would handle first and how. Depending on the time allotted, they might be asked to actually write memos, make phone calls to key characters, etc. Email versions of this old paper-based exercise are now common.
Some interviewers employ a group interview structure: placing several candidates (at times with a "plant" already employed by the organization) in the room together and giving them a task to complete. The candidates are then observed for their role in the process. Do they take a leadership role without dominating inappropriately? Can they work collegially with others? Do they suggest good solutions? Are they pleasant to deal with? The factors being assessed will be determined by the needs of the position.
So how do you handle a role-play, in-box, or simulation interview? Here are some things to consider and more research to review:
1. Be prepared. Start by knowing that you might encounter such an activity. Know the position and the company. Take a moment to think about what skills they are hoping you will demonstrate. What are the key responsibilities of the job you are interviewing for? Will it involve quick decision-making? Will you be working with a certain kind of client? Will you be responsible for producing a product like a written report or article? Will you be expected to conduct research? Will you have to manage a task or group? All of these areas are fodder for a simulation exercise.
2. Be your best self. Before you go into the simulation, ask yourself, how would someone at their all-time best handle this situation-- and then follow through accordingly. Demonstrate the skills you know they are seeking.
3. If you're in a group exercise, pay attention to the balance of speaking/listening. You want to contribute positively to the discussion and activity, but that doesn't mean dominating it. Avoid the pressure of needing to "show off" your skills. Listen first. Don't interrupt others and remain polite. Thank or compliment someone who makes a good point. Encourage others to speak up. (Note the culture of the organization, however: in some instances you are expected to take a more dominant role.)
4. Read up on possible interview scenarios. Here are some helpful websites: Job-hunt.org has a good article on simulation exercises. Mind Tools has great resources and here's a post from the employer's point of view.The University of Kent has a helpful page.
Find me on Facebook. Follow me on Twitter. Copyright 2010 Katharine Brooks.
