How do you like me so far? This is a question that some job seekers ask during the course of their interview. DON’T ask this question. This is not the way to get feedback from a hiring manager or recruiter. First, you don’t need to ask them if they like you. There is nothing gained by asking that question at any time during the interview. What matters is are you skilled to do the job they are attempting to fill. Are you a good fit for their organization? Are you the best candidate for the job? Whether the hiring manager “likes” you is not relevant for qualifying you as a viable candidate.

Let me be clear, I am not saying that the hiring manager doesn’t have to like you - they do. People tend to do business with people they like. Your ability to articulate your skills and abilities will go far in helping a hiring manager determine if they like you. Your ability to establish rapport will also help you. Being likable will also help. But you don’t need to ask the question - “How do you like me?”

If you have had success asking this question, I would love to hear from you. I can’t see anything useful to you if you ask this question. What if the hiring manager says “no” I don’t like you? Now what? How do your recover from that response. And conversely, what if they say “yes”? Does it guarantee you a job? Absolutely not!

Rather than worry about whether they like you, go into your interview with a strategy to discuss why your the best candidate for the job. Your ability to understand the needs of the organization, the qualifications they have described in the job description and your ability to connect your experience to what they are looking for will move you closer to a job offer. As you discuss who you are, your experience, skills and abilities, connect with the hiring manager. Look for ways to engage in a discussion rather than a question and answer session. If you can turn your interview into a discussion of the organizational issues and challenges, the job opening and your ability to come in and help solve the organizational problems, they will like you, and you will know it and you’ll never have to ask the question.

sxc.hu

Here is an interesting video I found on youtube tonight. For hiring managers, here are some simple principles that are geared toward small businesses. I believe these principles are good for any segment of the business world you may find yourself. Principles are transferable.

Summary - Microsoft - Hiring the Right People

1. Do business with people you like

2. Look in their eyes and their heart and see if they believe in what you are trying to accomplish

3. Develop a list of outstanding people

4. Build relationships with outstanding people

Resume and cover letters are great ways to find talent, but don’t rely on those two data points to make your decisions. Your success depends on the people you hire and bring into your organization.

This week’s episode of The Celebrity Apprentice promises to be full of fireworks. I am writing this as I am watching the show tonight. After last week’s firing, which in my opinion was anti-climatic I am looking forward to some sparks this week.

Task: Choose an artist and sell art. Price it above the minimum pricing. The team that makes the most profits wins. Piers and Omarosa are the Project Managers. This show became a head to head match-up. In the end Pier’s was able to draw lots of friends who don’t mind opening their checkbook.

$164,000 - Hydra Pier’s Team

$7,000 - Empresario - Omarosa’s Team

Omorosa got fired tonight. That’s all there was to the show. Actually pretty uneventful and anti-climatic for the second week in a row.

Lessons you can learn from this episode:

1. “People do business with people they like.”

2. Don’t create enemies when you need friends.

Farewell Omarosa! Here’s an interview with Omarosa - Enjoy!

What are Principles of Influence and Persuasion? Before I answer my own question, let me share that I will be discussing these principles throughout the month of February. This is a short month, but there is a lot of good stuff you can take from these principles to help in your job search, on the job, and in your life.

Robert Cialdini is most known for his popular book, The Psychology of Influence and Persuasion. According to Dr. Cialdini, when influence is employed correctly, it efficiently moves people in positive directions. Those who wish to create and sustain positive change in others need to understand how the influence process works.

My focus will be giving you my recommendations on effectively employing these principles within the scope of your job search and within the scope of your job. I look forward to hearing your questions and comments.

Back to my question, What are the Six Principles of Influence and Persuasion?

1. Reciprocation - (First you, then me or give and take) All us are taught we should find some way to repay others for what they do for us.
2. Commitment & Consistency - When you get someone to commit verbally to an action the chances go up sharply that they will do it.
3. Consensus or Social Proof - If you want someone to do something for you, be sure to let them see that many other people are already doing it.
4. Authority - (Showing Knowing) - Look and act like an authority. Dress like the people who are already in the positions of authority you seek.
5. Liking - People do business with people they like.
6. Scarcity - Opportunities seem more valuable when they are less available.

Patricia Fripp has a very good article called, Why do people say Yes? The Six Weapons of Influence.
Take a moment and read the article. I will be giving a lot more detail for you that will help you first, recognize that you are already using these principles. They are prevalent in our societies. But most important to me is to share ideas on how you can influence people to move from “no” or “maybe” to “YES” when it comes to your career, your promotions, and your day to day worklife.

People do business with people they like. “People are easily persuaded by other people that they like. Robert Cialdini cites the marketing of Tupperware in what might now be called viral marketing.” People were more likely to buy if they liked the person selling it to them. If this statement is true, than it is VERY important for you as a jobseeker to be likable - you are the product.

If a hiring manager has two qualified candidates, 90%-100% of the time, they will select the person they connected with in the interview. Typically, the person they liked best.

Here are a few things to help you connect and be the likable candidate:

1. Find common ground with the hiring manager and the culture of the organization

2. Find common ground within the organizational values

3. Find similarities in hobbies (check out their office and make appropriate connections)

*If you enjoy sailing and you notice the hiring managers has lots of pictures of their boat, make comments and/or ask questions.

4. Give genuine compliments

*Find something you genuinely like and give the compliment.

5. Be friendly and energetic

*Be yourself, use eye contact, and use your smile

*Smiling increases your face value

6. Demonstrate that you have done your homework. Ask good questions.

*You should invest time researching the company. Speak intelligently about your findings.

*Dialog with the hiring manager about their critical needs in the department you may work in

Remember, people do business with people they like. Your ability to be likable will never be a guarantee that you will get the job offer, but I do believe that your chances of receiving a job offer will increase exponentially if the hiring manager likes you!