048 Getting Interviews and Offers by Building Trust with Hiring Teams

Getting passed over or not hearing anything back from an interview can be frustrating. Identifying the “why” behind a rejection  can often be summed up in the measurement of trust between a hiring team and a candidate.

Andrew and Scott talk about the ins and outs of building trust with hiring teams.

Don’t miss these Topics:

  • Which would you rather have: love or trust
  • Why trust is the foundation for positive relationships
  • Expanding your circle of trust
  • The role of trust in getting interviews and offers
  • Attributes to emulate: consistency, truthful, integrity, authentic, trustworthy
  • The time needed and the efforts to deliver predictable behavior
  • The value of 3rd party referrals and endorsements
  • Expanding your reach within affinity groups
  • Rapport building skills
  • Helping the interviewer experience
  • Building others confidence in you to get to the next step
  • How to be curious and ask questions
  • Measurements of trust

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0:00 – 05:01

Today, seekers radio were actually accessing, one of the most critical things you can take advantage of, in your search where you’re working or not. And that is building trust with hiring teams whether it’s getting interviews or getting offers. Yeah. Trust is the basis of a relationship of a positive relationship. I think I’ve said this before, but I remember years ago when I was in college, the instructor asking us, the professor asked us, which would you rather have love or trust? And of course, most people raise their hands when he asked about love and his point was, I would rather have someone trust me because I can love you and still not trust you that a relationship is limited if I trust you and love you that relationship. Is unlimited. Trust is really the basis now if you really distrust, someone the chances are pretty good that, that relationship will never be as fruitful. It will probably end at some point is kinda like meet the faulkners, right? Yeah, there’s, there’s a circle of trust, and it’s likely each one of us has a circle of trust that is kind of a joke. But the idea is probably more people that you trust fewer people that you trust than those that you love. Yes. And if you think about the van diagram, and that the different circles that you have, whether that you’re working Byron meant plus your home environment. Plus your, your outside social environment. Those are three different areas and you’re looking to stay in that sweet spot, that’s going to be true even of different teams at, at work, or if you’re not in a job right now, the different people that you’re your networking with all of that is going to play a part it’s building the scope, expanding your area of trust to include more people and that takes what is trust? Think about that for a second and just kind of wrap your head around that Scott, as we start talking here. What I mean by what is trust is not in a definition kind of way. But what is trust when it? Relates to hiring somebody and what is trust when it comes to getting interviews or going from an interview to offer phase? What are the components that we can talk about that relate to trust in one of the things that I always think about his consistency and consistency in terms of your, your resume, your linked in profile the way, you’re presenting yourself, personally to another human being on hiring team being consistent throughout and I’m a firm believer that the only way to be consistent in that way, is to be truthful. I, I know you, we hear all the time about people. Oh, well, she interviewed well, and what’s interesting is to see how the person who didn’t necessarily present himself or herself, authentically, and honestly, in the interview, and they did really well and they got the job. What their trajectory then looks like once their reality becomes visible, and I’ve seen more people. I it’s not a hundred percent that they don’t last. But. I’ve seen more people not last in those jobs, once it became clear that the alignment wasn’t real, and that is unfortunate on every possible level. Like a faux alignment alignment. It is magnum integrity, it, it’s not a good place telling the truth, having consistency integrity filled correspondents is what we’re talking about there. And often, we think of trust is this big overarching thing, where, hey, I have to be able to rely on you to save my life. Kind of thing or if I die, I’m gonna leave you my kids kinda thing, but if we’re talking if we’re talking job search it doesn’t need to be that sophisticated to be realistic. You’re not going to be talking about a trust of that death either. But you do have to be offensive in order to be trustworthy. Now, of course, we’ve heard the quote in order to make someone trustworthy. You have to trust in that, that is a two way street. I have to make sure that I’m being honest enough. So. That the way I show up on the job or at my next interview is the same how I showed up today, that is just the basic level of trust. And when you think about there are two different kinds of trust the one that is associated with thority versus the one. That is earned the one that we stick to or stick with is the one that’s earned. And that takes time it takes effort. It takes that authentic city to know that I’m going to be able to predict your behavior based on what I know of you so far because it’s the unpredictable ones the ones that we can’t trust that we can’t rely on in the future.

05:01 – 10:06

And that is the whole point of trust in the workplace and that brings me to math. I know you like math and knows sure I do if you look at objectively a hiring process, there’s typically hundred plus roughly speaking applicants in the only pick one. Many of those people are falling in the category of stranger. Nobody on hiring team at the company is gonna know them until they come. Let’s say to interview, but many people don’t get to that base because what don’t they have they don’t have a known commodity position with hiring team now? I could be something as simple as me saying, hey, you know what you should look at Scott. He’s really good at developing teams and organizational development and he might even have a customer focus because he comes from hospitals. Now, I say that on your behalf you’re now known commodity, even though they don’t know you, correct. Well, and there’s also the idea that as that network continues to expand that podcast that you turned me onto just a little while ago that talked about trust in the workplace and one of the things that one of several interviewers that the punt caster was speaking with made the comment that we. Automatically look for Finnity. We look for people like us, and that is just part of the human condition. We automatically trust. People who look like us, who sound like us, who behave like us that affinity touches the rectal, Ian part of the brain that says, I can trust this person because he looks like me or he behaves, like me that, that’s normal. We have to consciously think beyond that one of the points that this person was making was in networking or company. Mixers people. Don’t mix. They stick with people. They already know. So they’re really they’re, they’re maintaining their fought bumble and they’re not breaking through that almost like tribalism. Right. So talking about tribalism I think about the interview of the gal who was the lead actress, in the original plan to the apes movie back in the seventies, how when they were in costume between takes and especially on lunch breaks, and interested in there were people of different. Ethnicities and races and backgrounds in similar costumes. So you have for example, black people who were playing the different kinds of apes. And the black people weren’t congregating in lunch. It was all the Ranga tans and, and it was the costume, you rack because in that moment they confiscated with those who looked like them. This is a natural instinct and not just for humans, but for most species, right. Birds of a feather flock together. So when we think about that affinity, and we think about, how do I expand that, that means I have to be flexible in my ability in presenting my values might behaviors my knowledge, whatever that looks like so that I can present it to show that I can fit that, that, that alignment, now the another point that he makes is we’re talking about contribution to the organization, not just fitting in that we should be able to add something to it. So now we’re able to help other people expand their. Our network. The third party validation is good. Connecting with people that are similar to us in a similar way, so that we can build rapport, yet reports just a feeling of affinity. Right. Think I’m accepted and that’s an easy thing to do. Just by using your name, Scott. Right. Got it. Yeah. Thank you. You’re welcome than so manners. Is a great way to build trust being cordial saying, please. And thank you, and you don’t have to be perfect. I’ve talked to people who say, oh, well, you know, I don’t really know all the etiquette, and all that you don’t have to what people respond to the effort, if they see you making an effort to do the best you, can they will help you do. Better reminds me of a story, we actually rescued a puppy. In fact, she’s trying to get into the podcast studio right now from the outside. So it’s kind of a hilarious that way, the people that we adopted this dog from actually said that we should get. Our dog food from from a place called mud bay. I never thought it was a place that you could fit facial, you know, maybe a mudbath or I don’t I didn’t know what it was. So they had a rescue event or dog needed in additional vaccinated. So we just showed up there and everything at that point from that introduction that one recommendation from one person got us into the store. Okay. So that’s just like the job search all it takes, his one person one interaction to say you should look at this person, right? And you could be having an interview now, everything after that is certainly up to you.

10:06 – 15:03

What I noticed when I went into that store, added to my trust in the organization right, by the way they treat their customer. They walk them around. They show them solutions to their problems that just elevate escalated my trust organs, because it’s validating what you’ve just been told my partner, and I just had exactly the same kind of scenario where we had been referred to we were looking for new barber. We both have. Substantial beards. We want to have them looking. Nice mainly because we’re getting married in a few weeks, and we were looking for somebody who could got it together. Yeah. Who skilled at this? Right. And so I can’t act friend of mine for a referral who referred me to the guy. We went to today and everything that happened in that in terms of how we the job that he did validate my friends recommendation, but what’s more and this is where ties into that job experience the experience, we had with the barber with his colleagues with the place that the, the storefront everything, not only validated the, the recommendation, but we had such a good experience. We want to tell other people about this business. It was such a positive connection all the way around with all of the employees. It was amazing. It was beyond an experience that I would expect. Ended of a barber. So when we apply this to the job situation when we get a referral, whether that’s all I want you to interview this person, or, oh, this is a company. I know you should apply. Maybe it’s this is the company where I work, we have an opening that you’d be for now, the next step is either going to validate or refute that recommendation, if we can take advantage of that use that as leverage to put it out on the table. This is what has been said, this is these are now my expectations of how entered this conversation should go. And that person is also prepared and aligned and everything goes, well, you’ve got a really good conversation going, and that’s why we talk so passionately about network. It’s an opportunity for you to have repeated interactions, where people feel more in more confident to recommend you to people inside their network that they otherwise wouldn’t. Due for a total stranger, and we’re not talking about, hey, you should invite me over for Sunday. Suppers you know you should’ve let me to your kid’s graduation, whatever that looks like that’s what we’re talking about. We’re talking about repeated enough interaction with somebody to establish consistency so that they can confidently say, yes, you should talk to this person. Now even better, if that’s a hiring team and a hiring manager yet because now I’m not only at the interview I met the negotiating table. Well, and there are ways to make that happen. I always think about the gym. In fact, I think I said this in a prior podcast, going to the gym every single day. That’s when people start to talk to you because they see you everyday. You’re part of their world. This is where I make recommendations to clients to get more involved in their industry associations, or whatever the local chapter of fill in the blank, so that people Toastmasters another good example, the idea that they say you consistently coming in. They. They start to associate the thought of reliability with you that kind of trust takes time. But once it’s Bill and you can sustain it that is the kind of trust. We’re talking about in the networking, and job-seeking environment, and it’s funny that we brought up the hairstylist in the mud bay example, because really I look at the touch points for for me to build that trust with that brand was not very many and it wasn’t over a long period of time. So don’t think that just because you think it should take time to build all right trust, we only need enough trust to get to the next that, that set that you’re absolutely right. And in most cases, it could be the second visit that you, you start to have the conversation be open to it as it comes different people extend that openness of trust at different speeds in speaking of mud bay. I’ll just put in another blurb for them. We didn’t actually have a referral to them. I had passed the local one, the one in cedar mill Oregon. I passed it several times, finally, well, let’s just go in and had such a positive experience because of all the touch points. They had within that first experience different services. They offered the way they, they explain you can return it if it doesn’t work that they are looking for solutions for you, as we think about the job, seeking experience your first conversation with someone you can actually, if you’re focused on how you can help solve their problems. It’s not that we have to look for their problem.

15:03 – 18:28

So we consult them it’s being open to how can I serve you? How can I focus enough interest in your needs? In order to try to fulfill them, and that’s another way to build Trump’s yet by demonstrating empathy and compassion by being interested in something other than yourself in your need for employment. Right. That’s a huge trust builder. See, now, I know that you’re not selfish right egotistical, whatever that rush. Like if you ask questions that show that. You are curious about me. I’m going to trust you even if you already know the answer. Sure, you might even know the answer ready, but because you ask the question. Yeah, elaborate, I know you’re building trust with me. Absolutely. That is why we highly recommend, you download a free resource. What could that be Andrew? It’s the Inada me of networking conversation, and it’s free to download on job seekers radio dot com. This is something that we hope will be valuable to you. We want you to get in there. Go to I tunes, give us a rate in review, and give us feedback on how that is helping you if there are things that you want to hear from us. Please ask us for it, because that can be the content for future episodes, as well part of this process to, which we hadn’t hit yet. Scott is measurements of trust. And often you don’t know whether or not you have the trust. And the one way to know that you’re getting trust with hiring team. Are you getting the interviews? Are you getting interview to offer case, there’s always at tangible outcome to whether or not you have trust? And this explains almost all of the time, I’m not gonna say every time Ramos all the time why one person gets the job. And the other one does not is because that person has some relationship, where somebody’s got their thumb on the scale to the, the result in that person’s direct shore. And, and that’s something that we can’t necessarily control I will say that there have been times when I’ve seen the person who has all of the right thumbs on their scale come in second. Because someone else knocked it out of the park. And I think that this is something that if we’re looking at building trust. I, we have a better chance of hitting that homerun part of that is you’re going to increase your probability. Of success. The more you interact with these teams in the more you get third party validation. And the more that you create a consistent presentation of your personal and professional branding messages is gonna create a good environment for you to be successful as a job seeker. Absolutely. Well, that does it for this episode of job seekers radio, you can get all the show notes and resources. We mentioned at Jobseeker’s radio dot com forward slash zero four eight while. Thanks everybody for joining us for this episode. We appreciate your investment of time your attention, and we will be grateful for your feedback. Well, I’m Andrew and I’m Scott until next time it doesn’t matter how how much you know, until people know how much you care.

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