If I could start my career all over again, I would begin by asking the experts directly. I would ask them how, when, where and then beg for all the secrets to make sure my resume gets to the top of the pile. So, when I thought about writing a career column for Cedi Talk that is exactly what I decided to do. Through a series of articles, we will interrogate human resource, people and hiring experts in Ghana. The hope is that their insights will bring some clarity to how you look for opportunities and secure a job.
For this article, I had the opportunity to interview two women who each run their own HR and recruitment consultancy. As with all the previous posts, they also had different and sometimes contradictory ideas on how to approach an interview. They both agreed that the most important thing to do is to prepare but not come across as scripted or disingenuous.
Esi E. Ansah writes on her LinkedIn profile that she is a teacher, coach, entrepreneur, patriot, activist, reformer, idealist, realist, authentic and simple. She is the CEO and Founding Partner of Axis Capital Limited.
Genevieve Puni is an HR practitioner and the Director of RecTrain Services Limited. Ms. Puni worked in various roles in HR internationally before deciding to start her own business in 2012.
How did you find your first full-time position?
Esi Ansah (EA): The first full-time opportunity I had before college was working as a sales assistant at my uncle’s art gallery in Osu. I had a salary and worked 9 to 5. It was a lot of fun. At the time I did not appreciate art, but the opportunity served multiple purposes. My father had just passed away, and this was a great distraction. Sometimes people relax and do the barest minimum because they are working for their family. I took full advantage of the opportunity and started building my work ethic.
Genevieve Puni (GP): My first job was in telesales, and I found the opportunity in a British newspaper. I had just arrived in the UK and wanted something to do in my free time alongside studying. I only lasted a week because I hated the fact that I had to call random people on the phone to sell products just for them to hang up on me. As much as I enjoy talking to people, the role made me realize I didn’t want to do this type of work. My next job, however, I enjoyed a lot more. I was a weekend Retail Associate with a clothing store in London. I loved it because I got the opportunity to engage with customers face to face and from different backgrounds and all walks of life.
How should applicants prepare for an interview? Should it be different based on the industry?
EA: Some basics that cut across any industry and role. If you were to breakdown the interview process into phases there would be:
Pre-Interview Phase: You have to do some homework. Personally, I cannot handle people who come in and cannot even answer the question, ‘why did you apply for this role?’ As the interviewer, this tells me that you are disorganized and not interested in my company. If you are coming to a third-party company like mine, that recruits on behalf of other companies, we may not tell you which company you are applying to until we shortlist you. If you are not sure of which company, I expect you would have done some research on my company or the industry in general.
Interview Phase: Don’t over-prepare to the point that you feel you are responding to exam questions. One of the trends I am seeing is that young people are starting to sound super-scripted. Also, please do not refer to yourself in the third person – “Esi is…”. You can practice, but you do not want to come across as disingenuous.
Being authentic is extremely important. I would rather hire someone who is calm and relaxed. I don’t want to hear contradictions and have people embellish their stories. The interview is supposed to be a conversation. Do not respond to your interviewer with yes or no responses, and neither should you ramble. You know it was a good interview if it was conversational and engaging. Not too short and not too long because the interviewer had to force out your responses.
Post-Interview Phase: After the interview, if you have access to whoever interviewed you, go back and say thank you and ask for feedback. Do not ask how you ‘performed.’ Your question should be specific and show that you are genuinely interested in the answer.
GP: I believe that the principles are the same for most interviews even if it’s a technical interview. Whatever the industry, preparation, and practice are essential. You have to understand the role, how the industry works and be up to date with industry trends. Read about the company and what they are up to. It also helps to look up the people that are going to interview you and get a bit of knowledge about the leaders that are in the industry. Google them or find them on LinkedIn.
Before you get to the interview, you should understand the role. When questions are asked, you need to link your practical experience and be honest if you have not done something. If you haven’t done something, you can explain how you would do it.
Remember you are being scored throughout the process, not just during your interview, from the emails you send and how you answer the phone will be judged.
What would you recommend people wear to an interview?
EA: Always dress professionally, and for comfort. You want to show them that you can fit into their company. Even if daily you are going to dress down at the organization you are interviewing at, you still want to show them the best version of yourself.
You don’t need to spend a lot of money on what you are wearing. Also, stay away from anything too “busy.” You want to be neat and tidy and not distract anyone, even yourself. When in doubt, be conservative.
GP: You want to wear a simple outfit. For men, I would suggest they get suited and booted. For ladies, you can wear a skirt or trouser suit, and I would also recommend no bling earrings or heavy makeup. If you are a woman, no sandals and if you wear heels make sure they are comfortable. For men, wear closed shoes, no sandals, and no slippers.
When should people arrive for their interview?
EA: You definitely do not want to be late. However, don’t show up too early. It is very annoying for organizations when you do this (some people come an hour or more, ahead). You should show up about 15 minutes ahead of time.
GP: Nothing is as off-putting as showing up late. Make sure you visit the place ahead of time so you know how long it will take to get there.
I would suggest you arrive a bit early, between 15 and 20 minutes, so you can have time to relax and take a look around. Don’t make or receive calls. Also, don’t sit in the lobby talking loudly before or after your interview.
What should people bring with them to an interview?
GP: Take a simple bag. Inside bring copies of your CV in case the people interviewing you do not have it. If you know you are going to be interviewed by a panel, make sure you bring enough copies for everyone. If they ask for it, give it to them. Also, bring a pen and notebook to write down notes and your observations.
How would you recommend answering the question “Tell me about yourself”?
EA: To respond to this question I would recommend that you segment, segment and, finally segment. If you ask me to tell you about myself, I will split that into two – I will tell you about myself professionally x, academically y, and personally z. You are trying to give the interviewee a good sense of who you are, but not ramble on.
You can also approach it by telling them a bit about your past, present, and future. You should try to tell a coherent story and make it easy for interviewers to remember you.
GP: Give the interviewer a summary of what you have done but tell a story. I would suggest giving them a 5-minute pitch that includes your education and then proceed straight into a summarized version of who you are in terms of your work experience. Don’t go on about your family members.
Include the years of experience you have in the industry, and if you mention any soft or technical skills, make sure you give specific examples. Your pitch should be clear and straight to the point.
What should applicants keep in mind about engaging with interviewers?
EA: Body language is key. You want to come across as confident without being arrogant. Culturally in Ghana, we are taught to avoid eye contact. If you are looking down and not making eye contact, it will be difficult to engage with the interviewer. You also want to make sure you are not constantly shifting in your seat. If you know yourself and how your body reacts under pressure you need to learn how to manage it.
When I am interviewing,I use a simple, 4-part rubric that helps to assess the person comprehensively:
I am interested in what is in the candidate’s ‘head’ in terms of knowledge. I am trying to figure out what you know, your cognitive skills, the knowledge you have about the industry, role and the type of training you have done.
I am thinking about the person’s ‘heart.’ I will ask questions to get to know what your passions and interests are. I am trying to get to know your core.
Next, are the ‘hands.’ What tangible skills do you have? What kind of software can you use? Do you know how to use certain types of equipment? It is not good enough to simply say that you are ‘very good’ at something. Share specific examples.
Finally, the ‘feet.’ I am interested in understanding the movement of the person. What is their path? Where are they headed? How does the position you are interviewing for fit into your career aspirations and goals?
GP: Interviews are about showing your personality. The more examples you give, the more engaging the conversation will be.
Sit upright, so your posture is straight but engaged. No slouching. If you are worried about looking into the interviewer’s eyes, eye contact seems rude to some people here, look at the top of their head. They will not be able to tell the difference.
Women cross your legs. Men, if you are wearing a suit jacket, make sure you unbutton it, so you are comfortable. Body language plays a role in the interview process.
What should a candidate never do during an interview?
EA: There are so many things:
Don’t pick a call.
Don’t ‘bash’ a former employer.
Don’t let your biases show or drag someone through the mud.
Don’t talk about stereotypes or call out a particular group.
Don’t be so terse that the interviewer has to ask you the question several times.
Finally, during an interview, you can be comfortable. But not too comfortable, remember you are not hanging out in a lounge.
GP: Make sure you turn off your phones.
You shouldn’t bad mouth your current or any past company.
Don’t give out any confidential information.
How would you answer the question “Why did you leave your last company?”
EA Try an alternative to ‘I’m looking for another challenge.’ The response is very cliché; usually, I will ask and probe what else you are doing and challenge you to ask yourself whether you are stretched enough or asking for additional responsibility in your current role, to find the so-called challenge you say you’re looking for.
If you are leaving because your boss is difficult, you can respond with something like “there were a few workplace issues that I could not resolve, and I decided to leave.” You can elaborate carefully if you feel it is necessaryso.
Some situations are tougher to communicate. If you are leaving because a colleague or your boss was sexually harassing you or bothering you, you can mention that “there werea few situations that were not healthy for me to stay.” You may also mention that “There were a few things I disagreed with, so I left on principle, and I cannot discuss them.” This will cover ethical issues, harassment, and other difficult situations.
GP: You have to be honest. If the person wants you, whether you are sacked unfairly or not, they will understand. How you put it across does matter though. Potential responses could be:
‘I want to move on to somewhere where legal practices are being implemented’ or
‘I left because the person I was reporting to did not appreciate my work.’
How can you ask about a company’s culture?
EA: When asked if you have any questions for the interviewer, don’t ask the interviewer to tell you about the company – that is homework you should have done already. Ask something more specific and targeted. ‘What is it like working here?’ is not a good question to ask. You should make sure you are also interviewing the interviewer. The hiring process benefits both parties, and they are not doing you a favor by hiring you – they get something in return. Observe the environment. Look at the layout of the office and how the employees engage. If the interviewer is picking up calls, that is also unprofessional and will tell you about the work culture.
GP: Culture, as we all know, is the way we live exhibited through symbols, food, behavior, etc. To gain a better understanding of the company, it is essential that you do your research in advance. Also, observe the work environment when you attend the interview. Both will give you some idea of the company’s work culture. The office branding and the behavior of the employees including panel you meet will also provide you with insight into the culture. Finally, you can enquire during the interview about the company or teams “preferred work style” and “management style of the leadership team,” as well as “the best employees that currently work within the business, and what makes them the best?”
What is one of the best questions a candidate has asked?
EA: One of the best questions I was ever asked by a candidate was ‘as a Recruitment company, what makes people want to stay here? They see the salaries and other positions and have access to lots of opportunities.’.
GP: “Did I answer all your questions to your satisfaction?” at the end of the interview.
“Do you need further clarification on something?’
Why? At that point, I had written the person off. When they asked this question, I gave them another chance. They were able to redeem themselves, and I understood where they were coming from.
What is the most important thing you are looking for in a candidate?
EA: Be yourself. Be yourself. Be yourself.
When you put up a front or start embellishing on the spot and things don’t add up, there is no way that people will come back to you.
One of my favorite people to interview was someone who was authentic, and in the conversations, even cracked jokes and laughed. He was himself and had the substance we were looking for, and he was well liked by the other interviewers and me.
I find that ‘tell me about your weaknesses’ can be one of the useless and overused questions ever. I prefer to ask, ‘if we were you hire you, what would be your areas of development?’ or ‘what training would you want?’ I am interested in working with people who are self-aware and can communicate what they are willing to improve.
GP: A well-read and prepped candidate who is engaging. Someone who thinks on their feet. Usually, I can tell if the person has done a task before and understands the thought process.
What is the last piece of advice you want to leave people reading this post?
EA: Be Yourself. Do your research. Recruiters are no longer interested in straight jacket candidates. They are looking for people with some breath, not just depth.Think critically and connect the dots between the industry, the organization, the function, the role and yourself.
For example, even when I’m interviewing you for an accounting role, I want to make sure you have an understanding of how other positions connect to yours. You should understand how your position relates to marketing, HR, etc.
GP: Don’t put on a show, be yourself. Be straightforward during the interview. Don’t ramble and prepare very well. Don’t let the body language of an interviewer intimidate you. You know what you are aiming for.