I bombed an interview for a job I know I can do. Help.

Dear Rich,

I am nearly 40 and I interviewed for an ABM role I would be a good fit for, but I bombed.

The job description was generic but absolutely what I was looking for as my current employer is not funding it properly. I've been looking to jump for a year or so, and finally got an interview, and I put real effort into making sure I was prepared.

But after about ten minutes it went downhill and it all just felt very off. None of his questions were about ABM or even marketing. I don't see how he was ever going to find the right person. The ones he read out were all "describe a situation when" and "give me an example of a difficult colleague". It took me by surprise, and I didn't adapt fast enough as I was waiting for those technical questions where I could impress. And he was glancing at my CV as if it was the first time he had ever read it. This was the hiring manager.

He also let slip that I was the tenth person across multiple roles he had seen because he could not find the right talent in the area.

How could I have played it better? I want to work there, I know people in other departments and I need to move companies.

Gilly, New Jersey, USA

Dear Gilly,

First, take a breather. My initial read of the situation is that the interview didn't bomb because you are not good enough. You effectively turned up to the wrong exam.

Some candidates feel a bit relieved when this happens because these types of questions are much easier to 'blag' and generalise your way through. You were experienced enough to wonder what those questions were actually telling him about the person he needed.

Whilst you prepared and expected to share opinions about ABM (the role), it seems HR had given him a list of behavioural questions to ask. Not all hiring managers have the interview experience to be able to find the right balance and some are just not competent interviewers (HR often notices and sits in on their interviews more). The mistake may well be his, but the experience should serve you well in future. Every interview will make you better, even if subconsciously. Every poor interviewer you encounter is an opportunity for you to take control and guide the conversation. And, as I always say, an interviewer, no matter what level, should never be one way. You should be interviewing them as much as they are interviewing you.

Next time, you may be able to guide the interviewer in a way that bridges to how you will actually do the work they are looking for. Do it well and it should start to click for even the worst interviewer, evolving the interview into a work meeting and a productive discussion, increasing your chances of establishing a chemistry fit.

A question about 'difficult colleagues' could become the story of that sales director who fought your pilot plan until you brought him onside, proved its value and now he's your biggest advocate. You can answer what he asked, and prove the thing you came to prove in the same move. I have no doubt you have twenty years of stories to tell, you just need to shape them into ammunition.

In my opinion, an interview that doesn't discuss the actual vision and mechanics for the role won't go anywhere. The hiring manager simply won't have enough information to reflect upon, discuss with HR or make a final decision. And that is at your disadvantage. And a bad use of your time which you should respect too.

Everybody has those moments where you think of better answers after the fact. There's an old Horace (the Roman credited with coining 'carpe diem') line, "What you have not published, you can destroy. The word once sent forth can never be recalled".

You obviously can't fix an answer but you might be able to bridge it in a more advantageous direction. You shouldn't try and misdirect an interviewer but you can try and lead them to a topic where you know you will shine. Where you have killer anecdotes. Where you have really delivered something excellent in the past. Where you really know your stuff.

And I love it when people do this to me in interviews.

For example, "At some point, I'd love to show you how I'd do in this role. Are there any live problems you're facing right now, something you'd want a new hire to take care of, so I can share how I would go about it?"

It's not without risk. An interview situation should always be between two people with the intention of getting along and working together. And after a 'bombed' question, it could give you that lift and momentum you're looking for. It could give the manager that story to tell afterwards about your fit for it. You can engineer your chance to shine.

And that slip about ten candidates? He handed you some of his pain for you to write the value proposition. "What has been missing in the people you have seen?" Let him talk. Then position yourself against the exact gap he just described. That also flips the room from interrogation to conversation, which is where you are at your best and where these questions stop being able to trip you.

One last thing. He has seen ten people and still has an empty chair. That door is not shut, it is wedged open by his own frustration. Send him a short, sharp follow up that does in writing what you fumbled in the room. One crisp ABM example and an offer to pick up where you left off. You never know if you do not try.

He is looking for a reason to stop interviewing. He isn't good at it. Be the reason that he finally does.

Also check out 'The Shortlist: Jobs' where we often find ABM roles that are not on LinkedIn.

Onwards!

Rich