Clover HR
This as-told-to essay is based on a transcribed conversation with Michael Doolin, CEO of Clover HR and former human resources director at PwC, British Airways, and DPD in Ireland. The following has been edited for length and clarity.
It's very common for job candidates to be uncertain about how a job interview has gone. People get nervous and unsure during interviews — and body language is not easy to read when meeting someone for the first time.
Preparing is the best way to mitigate the risk of an interview going poorly. Before entering the room, ensure you're confident in your preparation and yourself.
When you come out, ask yourself: Could I have done any better?
If you can answer "yes" to that question, your success landing the role will depend on your credibility and whether the interviewers relate to you.
You can't always trust your gut feeling on whether it went well. In my experience, I'd say it's right 50% of the time. Alongside your gut reaction, here are seven signs that an interview was successful.
The ultimate sign that an interview went well — and this is very rare — is if you get offered the job or the opportunity at the conclusion of the meeting.
But don't worry if you haven't received an offer on the spot. I've once offered someone a part time PA role immediately. However, it didn't work out long term because I'd allowed my emotions in the interview to take over from an objective view of the candidate's work record.
Another subtle sign that an interview went well is the interviewers' body language and how they relate to you.
The general tone and demeanor of your interviewers at the conclusion of the interview can sometimes give you clues.
During a successful interview in my career, I noticed the panel smiled and laughed collaboratively. They exchanged compliments openly and asked me questions about non-job-related areas.
Good body language includes smiling, laughing, making jokes, and being engaged and curious about what you're saying.
Body language isn't a definitive sign, however. People can be good actors. Don't read everything into it.
Having a good rapport with the interviewer does suggest that things have gone well. When I give interviews, I usually ask a fun first question to lighten the mood like "Which football team do you support?"
I immediately see people's faces light up or smile. They know I'm not interested in the football team, but it's a way of getting them talking, and it demystifies the process.
I always stress that you are being interviewed from the moment you step inside the building.
The security guard, the receptionist, the colleagues who meet and greet you. They speak to the people interviewing you, and if you come across well, they might pass that on.
If it's a virtual interview, your background tells a story, so keep it professional — never in a bedroom or kitchen.
If an interview lasts longer than anticipated, it's typically a good sign. It's the employer who controls how long an interview lasts.
A call running over can indicate genuine engagement, curiosity, and a desire to spend more time getting under a candidate's skin. But really, a good interview should not last more than 50 minutes. The interviewee should be talking 80% of the time, and the interviewee 20%.
Strong job applicants usually come prepared with questions. Every candidate should ask these two killer questions at an interview to help it go well.
Firstly, "If I were lucky enough to be offered this position, what advice would you give me on starting?"
That will get the individuals talking and give a better insight into the role.
The second question, which should already have come up, is: "How would I be measured in this job?"
I tell anybody who asks me for interview tips to ask those two questions. But more importantly, have your own answers ready for their response: be ready to offer examples of how you would work in the job, how you like to be measured at work, and how well you match the answers they give. This is another opportunity to promote your worth.
Being asked for your notice period or availability for another interview tends to indicate that they are considering employing you.
A good interviewer, however, should have this information before they interview you.
An interview works both ways. It's an equal chance to determine whether a workplace is right for you.
If you feel aligned with the workplace and interviewers, there is a higher chance the fit is seamless and the feeling is mutual.
You can ask questions that will help to work this out. I suggest asking questions like: "What three words would best describe this workplace, and why? Why did the last individual leave? I notice from LinkedIn that you've worked here for eight years—why have you stayed? Why should I join this business?"
An interview can still have gone well without resulting in a job offer.
Employers often get candidates of equal value and then, unfortunately, can make decisions based on more subjective factors, like who they like best.
Things happen for a reason. I always advise people not to get too emotionally involved in the interview process.
