Do You Know The Personality of Your Interviewer?

The interviewers you meet are bound to have different personalities. Although many may try to keep their individual characteristics from shoving through, the characteristics are there nonetheless. The information that follows won't make you an expert in personality analysis, but it should enable you to pick up a few clues that will help you get along better in your interviews. Keep in mind that these are only sorting tools, ways to determine quickly your interviewer's disposition at this particular moment.

Everyone has varying elements of the four personality types. Use this information to size up your interviewer's mode at the moment and to gain insight that may guide you in responding effectively. To employ the technique, you will need to observe the interviewer's word choices, voice tones, and nonverbal signals. As you do, ask yourself:

• Is she trying to approach me or avoid me? If she appears to be using approach behavior, ask yourself whether she is: (1) clearly outgoing, or (2) approachable.
  
  
  
  
• If you decide she is using avoidance behavior, ask yourself whether she is trying to: (1) keep you away from her (pushing you away), or (2) keep herself away from you (withdrawing or retreating).
  

Recognize that you process these impressions through your own personal biases and may be misreading another's signals or calibrating them incorrectly. At best, you are only forming a temporary assessment of the individual's behavior in an effort to establish a better rapport. You may need additional input before you can confirm your first impressions. Of the four personality types, most interviewers are likely to display, or to try to display, an Approach II side. They want to be perceived as relaxed, in charge, amiable, and receptive to new information. During the interview, they will welcome the interest you show in them and in the job when you tailor your responses and inquiries to the position for which you are interviewing. They are also likely to be receptive when your queries don't make them feel vulnerable. (This might require using such simple threat-reduction techniques as starting a question with “What is it about” rather than "Why on earth...") As individuals, some interviewers may be more heavily focused on the bottom line (Avoidance I) than others. If you find yourself with Avoidance I early in your presentation, you should concentrate on the purpose of the interview, as well as on achievements that the interviewer indicates are important.

Your interviewer may seek documentation, acting as an Avoidance II for the moment. Address this need by providing proof and supporting information as you proceed. You should also make an effort to offer reassurances as you summarize. Other interviewers may focus heavily on what people say or have said about you. Approach I people like such testimonials, so let them know who supports your work and what they are saying about it.

Until you determine your interviewer's personality type, it's a good idea to comment in ways that appeal to all four types. This will get you off on the right foot as you continue to gather more input. Keep in mind that the same individual may present an entirely different facet of his or her personality or display a different level of intensity in a later meeting or when the topic changes. Behavior is often circumstantial, so use your initial input only to check whether the interviewer is leaning toward approach or avoidance and active or passive behavior.

Approach Modes

To determine whether an interviewer—let's say a man of about your own age—is in one of the Approach modes, ask yourself these kinds of questions:

• Is he coming on strong? Trying to take over or monopolize the conversation? Being excessively praiseworthy of you or of others?
  
  
• Will he yield to you when you indicate a desire to speak? Will he amplify his comments when you ask? Is he selling a personal or organizational agenda? Pushing a favorite point even though it may be irrelevant, or contradictory to what you already know?
  
  
• Is he the type who wants honesty at all costs? Is his level of disclosure inappropriate to the circumstances?
  
  
• Does he tend to over-generalize or leave out important details? Is he downplaying a situation that seems serious to you? Is he trying to avoid discussing it further?
  
  
• Is he hesitant in expressing personal views? Does he back off quickly after offering a slice of information? Do you sense a deferential attitude?
  
  
• Does he appear to be supportive of you? Of others? Of the organization? Of people in general? Is he relaxed and purposeful when commenting?
  
  
• Do his overall messages (words, tones, non-verbals) indicate that he is active or passive in his deportment at the moment?

Avoidance Modes

To determine whether your interviewer is displaying avoidance behavior, you should ask yourself:

• What might lie behind the behavior I'm seeing?
  
  
• Does he seem offended in some way? Annoyed? (For example, is the timing bad for some reason?)
  
  
• Does he have a specific need, say, to impress or persuade you?
  
  
• Are there other possibilities?
  

If you believe that you are facing an Avoidance-mode interviewer— say a middle-aged man—remain calm and try to listen to how this is expressed:

• Does he tend to attack others? If so, is it done by minimizing (damning with faint praise), through ridicule or sarcasm, or by gossiping? Can you find out why?
  
  
• Is he trying to compare you unfavorably with others, such as other candidates?
  
  
• What exactly is he saying and why is he saying it? Again, can you find out why by asking?
  
  
• Is he making demands of you? Are his expectations reasonable? What lies behind them? Are the demands implied or clearly stated?
  
  
• Is he trying to control you or the situation? What gives you those impressions? How can you find out what motivates his actions?
  
  
• Does his total communication (words, tones, non-verbals) indicate that he is trying to impress you by building himself up? That may appear to be Approach I behavior ("I want you to approach, or like, me.") However, it quickly becomes a turn-off to many, swinging it over to Avoidance I because it pushes you away.

Approach or Avoidance Signals

As you try to determine whether your interviewer is an Approach or Avoidance type, active or passive, postpone all judgmental or defensive thinking. Try not to allow your own feelings to color your opinions. Make mutual understanding your goal. Most interviewers are well- intentioned, and holding that thought in mind may help guide your interview toward a better outcome.

Be sure to check your initial conclusions by asking the questions that will give you concrete feedback. Don't resort to mind reading. Also, avoid the tendency to jump to conclusions. Try to find out what is actually going on or what the interviewer is thinking or trying to do. Carelessness in seeking feedback can lead to false conclusions that don't check out in later discussion. Who Responds Best to Whom?

Although again, there are no absolutes in this aspect of interviewing, here are some general observations that may contribute to your success.

Approach I individuals tend to respond well to the views or testimonials of others, particularly people whom they recognize as authorities. They tend to like people who present information in a friendly and entertaining way, without a lot of details.

Approach II people are generally the most accepting of the four types. Your challenge will be to encourage them to involve themselves, to encourage their active participation in the interview. You may have to draw them out and defend them against their critics. They prefer specific solutions that contain few risks.

Avoidance I individuals will generally respond best to someone who is well prepared and gets right to the bottom line. They tend to like people who support their points with specific information. They prefer people who agree with their views; they don't take kindly to disagreement; and they will respond best to people who draw them to acceptable conclusions rather than tell them what to do.

Avoidance II people are similar in that they like proof, documentation, and evidence. However, they tend to have more patience than Avoidance I types and generally welcome a discussion of the pros and cons of any important issue. They also like schedules, plans of action, and low-risk situations.