Inside the Hiring Manager’s Head at the Job Interview
March 20, 2014
By Angela Rose for BioSpace.com
Have you ever wished you could read minds? Many biopharma job seekers have. Not only would this unusual ability enable them to “Guess a number between one and 1,000,000” correctly every time, but they would also know what any hiring manager was thinking during a job interview. Lucky for you, you don’t have to seek out a radioactive spider or gamma ray from a distant dying star to sneak a peek inside most hiring managers' heads. They tend to contemplate three important questions and understanding the reasons why will help you make a great impression.
1. How will this candidate fit into our culture?
If you were applying for a senior scientist position, you might think the hiring manager is making a mental list of your research skills as you describe your background in the world of biotech—but you’re wrong. If the hiring manager has invited you in for an interview, he or she has already determined you possess suitable experience and credentials. Now the manager wants to know if your personality and management approach will mesh with the company's culture. Expect questions such as “What did you like and dislike most about the last team you worked in?” and “What techniques do you use to alleviate stress at work?”
Researching your interviewer’s management style beforehand can be helpful, as he or she is likely a good example of what the establishment expects. You should also learn more about the biotech company's culture. Read news articles and press releases online, check out the employment page on their website, and look for clues within the job posting.
2. Will this candidate be difficult to work with?
Whether you’re a research assistant, a quality assurance specialist, or a lab manager, it’s important to have confidence in your ability to do the job well. It’s also essential to recognize you don’t know everything—regardless of how many years you’ve spent in your field. The best candidates are able to work with a variety of personalities, even in difficult situations. They aren’t too proud to learn from their mistakes, and they never hesitate to praise others’ successes. Though they play a leadership role, they’re part of the team—not too good for it.
Questions you may encounter as the hiring manager assesses these qualities include “Tell me about a mistake you made at work. How did you handle it?” and “Tell me about a time you had to work with a difficult employee. What did you do?” Honest and direct answers that show confidence tempered with humility will yield the most favorable results.
3. Can I trust this candidate to get the job done?
Managers have enough to do each day without keeping constant tabs on their research and development team. Expect inquiries such as “Tell me about a time you had a question and the lab manager was unavailable. What did you do?” and “Do you work best with lots of feedback or prefer your manager to occasionally check in?” They want to know how much supervision you’ll require.
Formulate responses to such questions that convince the employer you are self-sufficient and self-motivated. You’ll be that much closer to assuring the hiring manager you are the candidate he or she can most trust to get the job done—no mind reading required.
About the Author
Angela Rose researches and writes about job search strategy, career management, hiring trends, and workplace issues for BioSpace.com.
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