What's happening during your job interview - one manager's perspective

As a project manager, I interviewed dozens of candidates for positions on software development teams. In the initial interview I was trying to answer three questions. One: Can you do the job? Two: Do you want to do the job? and Three: How will you fit into the team? The answers to these questions were admittedly subjective. The technical lead on the projects would assess a candidate's technical prowness, my task was more general. But the lead and technical staff did not become involved until after the initial interview had ended successfully.

Going into an interview, I assume you can do the job at some level because of the resume screening and phone interview that preceded you to the personal interview. So answering Question One involves assessing your ability to work within the environment. I do my best here to tell you about the project, the organization, and our expectations. I cover lifestyle issues such as independence, how your performance is measured, communication, reporting, travel requirements, and how labor is paid. I watch for reactions to things that will invade your personal space. I hope I get some questions from you as this initial conversation takes place. The reactions and the questions give me a feel for: Can you do the job?

I consider a few pre-interview actions you may have taken as positive indicators. Was there evidence that you had researched the company? Did you know about our products, our image, and the tasks for which you were being considered? Had you prepared questions for me and were the questions about you or about the job? By the way: Getting to the interview on time and dressed as if you cared about our opinion are essential. Now I move on in my mind to Question 2 - Do you want the job?

Question 2 is tough to answer for an interviewer. I know you will act as if you want the job - this is a job interview afterall - we are both spending our valuable time here. But wanting the job and wanting to do the job are two different concepts. I look for affirmation that you understand the job requirements and are willing to make a committment to the project and the organization. Your questions about over time, vacation, travel, and advancement all reflect on your willingness to do the job. I will ask questions about your previous jobs and what you liked and did not like - and why.

Finally, I consider Question 3 - How you will fit in with the team? I know the personality of the team and the players. I know the customer and the management. I know if the team plays softball or computer games together or never see one another outside of the office. I know if the customer is hands-off or wants a lot of attention. I know how the team works with members who are off-site. Answering Question 3 is not a pass/fail test. A really good potential employee may not be a good fit for the team. You cannot make yourself someone you are not. And, it is better for all concerned if you don't join a team for which there is a bad fit. I often recommend good candidates to other managers when they can do the job - want to do the job - but just don't fit on the current project team. Although the interview process is stressful for you, it is important for both of us to make a good decision. Afterall, we hope you will be a contributing employee for a long time.

Barbara Brown is a freelance writer specializing in providing information articles for small business websites.