How To Get Your Personality Across In An Interview | Abu Musa | Skillshare

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How To Get Your Personality Across In An Interview

teacher avatar Abu Musa, Recruitment Director, YouTuber & Brother

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Taught by industry leaders & working professionals
Topics include illustration, design, photography, and more

Watch this class and thousands more

Get unlimited access to every class
Taught by industry leaders & working professionals
Topics include illustration, design, photography, and more

Lessons in This Class

6 Lessons (17m)
    • 1. Introduction

    • 2. Why The Right Fit Is Important

    • 3. Addressing Key Points

    • 4. Personality Over Experience

    • 5. Taking advantage of certain moments

    • 6. Conclusion

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About This Class

Be confident BEFORE you interview

In this class you get an idea of what exactly the person who is interviewing you is looking out for. Many times the interviewer already approves of your experience as they would have often seen your CV and thus getting your personality through to them is crucial. 

This class we'll cover how and what you can say to make sure the interviewer understands who you are. Tips in making sure you're breaking the ice, building rapport and showing yourself as an asset. 

Meet Your Teacher

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Abu Musa

Recruitment Director, YouTuber & Brother


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1. Introduction: So maybe you are in a situation where you've been for a few interviews, or maybe your situation is such that you're going to go for some interviews. This course is all about standing out from the rest. Standing out not only in a form of answering questions, but also in being able to get your personality across, standing out from the rest. See, often were able to get interviews. Often through our experiences, were able to get interviews. But sometimes we don't highlight exactly who we are or our personality across as someone who's been in the recruitment industry for over eight years now, I've had to deal with many people in interviews from the avenue of what companies want and also in how candidates are successfully able to get through in interviews will be going over things like how to get your personality across. We'll be going over things like how to answer certain questions which will make sure not only are you answering your questions from an avenue of experience, but also making sure that your standing out from the crowd, how to answer certain questions, not just to make sure your origin the questions to the best of your Kaleeba. But also the person who was at the end of the interview understands exactly who you are as a person. So you're in the right place. If you're going to have some interviews coming up, That's exactly what I want to be covering in this small course with yourselves today. So I don't wanna keep you guys waiting too long. So let's get into straightaway and go over the key avenues of how to stand out in an interview. 2. Why The Right Fit Is Important: So before we get into exactly how we can get our personality across, exactly how we can get our character across in the best way possible to stand out from the rest of the people also being interviewed for a job, it's important to understand why exactly is having the best character important? Why exactly is having the right personality important for the C? The truth is, if you have been called in for an interview, the likelihood is the company already launched your experience because they may have seen your CV or they've refused your CV, they've seen your past experience and they feel like experience wise, you want the right fit for exactly who they're looking for. Maybe you don't have enough, maybe you have too much. But if in the interview now you do well, then in essence you should technically get the job, your experience they already know about. So it's also about making sure you gel with the company. You are a sort of a good team fit. Accompany would never want someone who comes in and maybe they're not the best fit for the company. Maybe they're not the best fit for the culture. And simple reason can be something like imagine someone now joins a company and their personality isn't the best, the character isn't the best, and then all the best for the team that can affect 18 very negatively. For example, come in now and you're sort of not dealing well with the manager. There is a conflict between you and the manager or you're in senior management may be other members of the team will also feel like they can have that conflict where maybe there wasn't a conflict before. If also they could be a conflict with you and other team members. So no company would actually want someone to come in, create conflicts amongst other team members where maybe someone who has been with the company for 345 years, accompanies, invested a lot of money into their employees. Now all of a sudden those employees are unsettled. The uncomfortable. They don't want to be at the company because of a new hire that's come in to the team. All of a sudden they could potentially now be looking for new jobs just because of a new person who joins the company. So it's important and essential for us to understand not only why it's important for a company to hire a person with a great skill set, a person with great experience, but also someone with the right characteristics and someone who can really gel with the team. And another example of this could be a new member of the team comes in. Maybe they have sort of a habit of coming into work late. You know, you're starting time is 830. They keep coming at 8459 o'clock. Maybe they do this one. So they do this twice and thrice becomes a regular occurrence. And potentially this can then rub off on other team members. Why? Because obviously as someone who is within the scene, the person may feel like, well, if someone who is new has come into the company and could do this and get away with it in essence than white icon I. In essence, why can I do the same thing? And if they're not getting told off or if they are not really coming under scrutiny for it, then I could do the exact same thing. So all of a sudden now a new member joins. They've got the right experience, they've got the right skill set, but their traits on the best, that personality is not the best. They've got some traits which aren't exactly good for the team. Basically in essence, the coming late, maybe they take many sick days off, which they don't have the right reasons for. And we see if they have the right reasons will fair enough. But this can then rub off on other team members. This kind of rubs off on other members with a few, like if the other person is getting away with it, then in essence I can get away with it. So it's important for us to see that side. And if we understand that, so i then we can understand exactly why and an interview, it will be essential for us to hit these key points and make sure the company understands. That's not who we are, That's not the person that we are. So it's important to actually show that not only within the team would we not be a negative impact, but potentially if we know these things, then we could use this in a positive manner. And that's something we'll go through now. 3. Addressing Key Points: See by us understanding that these are key parts of an interviewing, key parts of a company hiring an employee. Then it's important for us to make sure the person who is interviewing us understand that that's not us. We can then therefore uses in a positive way. So for example, if the person will feel like, Oh, hang on a minute, we don't want someone who is constantly going to come late into work. Therefore, technically you can use that not to. You can now either just say, You know what, I'm going to tell them I won't be late or I'm going to tell them I'm not I'm just not going to address it. Or you can really speak about that and make sure that comes across an intensive. So for example, where the first way is I would do this is in the interview, make sure you're there 15, 30 minutes early. And that's something you want to make them feel like as a normal part of who you are. And that should be a normal part of who you are. Of course, coming on time is actually something which is so super important. And I think it's, it's upon us to also fulfill that the company has given to us because obviously we're paid for the hours that we do. So the least we can do is turn up on time. But that should be there in the interview. The first thing you turn out 15, 30 minutes before the interview starts. At that point, you can actually address the interviewer in a way where you can say, you know, I'm really sorry, I'm 15 minutes early. I'm really sorry, 30 minutes early, sheets and no more hobby I have. I never like to be anything like you just being very, very subtle in that term uses link mentioning the fact that you don't like to be later in anything. And we like to think that that's something but you don't do anyway. Obviously, the fact that you've come 15 to 30 minutes early, you've addressed it now before the interior is already started, you've actually addressed probably a big consent. Any company has. They don't want their people just coming late. And you've probably addressed the key part of what may be the interviewer might be already thinking in terms of we don't want anyone coming late to the workplace and therefore affect and that's a negative. Now also I did mentioned it's very, very crucial to get along with the team members as well. And so not only do you not want to be that person, you don't want to be the person who gets along with the team negatively. You want to also address that in a positive manner. So how would you address that in a positive manner? You do want to mention things like, you know, I am someone who gets along with people really well. You know, I don't usually have an issue, you know, speaking with everyone, dealing with everyone on the sort of person I am. I don't really like conflict at all. So you want to make sure that comes across in an interview. And we like to think again, that's who you are as a person anyway, as that's who you should be. But that should be coming across in an interview, obviously, answering the questions to the best of your capability. Obviously, answering all the questions that you need to answer that the interviewer is asking you. But make sure that these things are coming across. Make sure you're coming across as someone who is very friendly and not overly friendly, whereas unprofessional. But your personality is coming across in the sense where you're mentioning things like the password places where I work. I really liked my team, I really like my manager. We should get along really well. An interview on knowing that you got along with your past employees is crucial, is actually very important by you mentioning something like that. The interviewer already has confidence in the fact that, hang on. This is someone who actually gets along with people. He's, Pasquale's actually really liked him. And so therefore, we hope that the team would also like him as a person as well. Something we also have to bear in mind as well is the person who is interviewing you on the other side of the table. A lot of the times will be your manager. A lot of the times will be the director. A lot of the times will be the person who you will be reporting into. And so I don't think anyone who is managing a team wants to manage, wants to manage someone who is difficult, who maybe finds it difficult to listen, who may be cannot listen to their manager when they're told to do something. And so that also needs to come across. You need to show how you are someone who is open to criticism, open to listening to feedback, and also willing to be trained. These again, are terms which to be honest with you, many people think they do Anyway, but in an interview, they might not mention them and to its key to mention it. So in the interview process, you do want to mention things like, you know, I am someone who takes criticism really well. I do always want to learn. I take feedback really well. I am someone who wants to listen and understand what I'm doing wrong and how I can improve. That's one of the main reasons I'm actually looking for a change. If that is again, one of the reasons you're looking for a change. I mentioned that all these things are actually great positive. A lot of the times we don't mention it, you know, maybe you do want to be trained. You do want to be trained in a different department. You want a different challenge. You want to learn from your manager or your Director, but by not mentioning it, it doesn't come across. And so that's what I would say TSL says, if that is something that you want to take very seriously, if that is something which is a pole, why you're moving. Definitely mentioned that because I think any manager or any director would love to hear these type of things. That there is someone who actually wants to come in and who wants to listen, who wants to learn, and wants to be trained. And I think any sort of person coming from a different company into a new company, there's always different processes, is always, always different processes. So you don't want to come across as someone who is too deep into their processes. So for example, I know many people wanted to talk a lot about their past experience and that's good. Talk about your past experience in a positive manner. So you might want to say, I did this, I did this, I did this though. I have all this experience. I do actually want to come here and learn from the processes that the company has. Because by learning from the processes, I think I will be able to improve exactly who I am as a person and I'll be able to grow who I am and learn even more. And I think that's a crucial part of the role. But coming from that angle, the interviewer, therefore, we'll get some confidence in this person has this experience. He's coming with his luggage, but actually he's not going to come with this experience and say, I want to do things this way and this way. And this is again, an issue many companies have. The person will come with this experience, but actually want to learn from our company as well. 4. Personality Over Experience: And I want to take this moment to mention something very, very important and something I've come across a lot in my past experiences when a company is hiring, there are certain things that they look for. A certain checklist, for example, that accompany looks for. A company may say, We want someone very experienced with this, this, this, this, this. And another company may say, We want someone who is a little bit on a junior level with certain ticks and certain, certain boxes. Now the truth is, I have found, generically speaking in my past experience, when a company is looking for someone very experienced, that doesn't therefore mean they want someone only with good experience. If now I have found, you know, often I find someone who actually doesn't have all the experience, but actually comes with a great personality and wants to learn. And maybe he's a little bit on a junior level in terms of experience, then that person is actually considered a lot more than the person who takes every single box, but maybe doesn't have the right personality and right fit. And again, because of the things that I mentioned in the beginning, by having someone who comes with a lot of experience takes every single box in terms of experience, but actually in terms of a team environment, in terms of getting along with colleagues, might not be the best fit. Accompany has to bear that in mind and you might be affecting a workload. 78910 people, sometimes even more depending on your road, if the right personality for isn't there. And so a company will often take someone who doesn't have the right experience in terms of every single boxes take, maybe they have 70 or 60 percent of what the company is looking for, though they're coming to the interview with the mindset of we actually want to learn as much as we can. We want to be trained. We want to learn exactly what the company does. I'm totally on board with everything the company does. And I really want to understand a job with a company culture. If someone comes with that mindset, then all of a sudden that person's a lot more attractive accompanies willing to invest in that company for the long-term, especially if it's a permanent road. If it's a permanent person, a company wants to look at the person for a long-term, 345 years, that's the best investment for any company, rather than getting the right experience and the person stays for six months or a year because they're not the right fit. Any company would rather have someone maybe not with the best experienced with the right personality, right? Fair, right. You know, gel for the culture of the company. Any company would rather, most of the swans were had this individual just simply because they see as a long-term investment. And they see that over the long term, we think that this person is going to be best fit for us. And so that's the reason why getting your personality across your character, across a so crucial in an interview environment. 5. Taking advantage of certain moments: Now we want to give you guys an idea of when some of the best times are to actually get your personality across and maybe just have a little bit of a friendly chat. It's in the beginning of an interview before the interview started. And it C in the end of the interview, when the interviews finishing, often they're all interviews where you might have an one-stage interview and then you might have a second stage interview with someone else. And so the breaks in between the interviews are a great time to actually get your personality across. And it's perfectly okay to have a conversation about something which is not part of the interview you might want to talk about. For example, how would you find the head? What, what's your role here and the weather outside and totally, you know, sort of the sort of chapter that we will say that in essence is building the report, that's the best time to do it in those breaks? No. Actually, when you're sitting face-to-face in that interview, but actually before the interview and after the interview and in the middle of the first individual second into if that's happening at the time, are the best times to build that rapport, build that relationship. If you can build that rapport and relationship during those periods, you'll be surprised how many times someone can just get an interview by coming across really well and building that relationship and rapport with the person. Because again, at the end of the day, this person is going to be your manager or director many times. And so they want to be comfortable having a conversation, communicating with you. They want to be comfortable in, you know, maybe you're going out with them to see a client if that's part of your work, you're going to be speaking to this person on a daily basis, dealing with on a daily basis, the last thing they would want is not getting along with the person that, you know, who is in essence reporting into them. So those are probably one of the best time to try to have a little bit of a chair, a little bit of something which is irrelevant to the interview though you keep it professional. You can maybe try having a conversation around something else. You know what times you can have lunch or I'm really hungry. I'm starting to there at the moment to be fair, a counterweight to, you know, I've got something plan with the MRS later on and I'm planning on doing this, something like that. It's actually amazing and it just goes in it personal element to who you want and what you do and gain your personality across. That is the key. 6. Conclusion: And so I hope, I hope this has given you an inside, an idea into how you can get your characteristics, how personality across in an interview and stick out from the rest mentioned the things that you think are important. Mentioned the things that you think are very normal. And you won't necessarily need to mention, mentioned them because there are people who won't mention that. And so are you mentioning them? You will stick out from the crowd. And so I hope again, this course was a benefit. Thank you very much for watching lasso.