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Interviewing from the Company Perspective

Interviewing from the Company Perspective

Author: Pete Langlois/Tuesday, June 19, 2018/Categories: SNI Companies, SNI Financial, Financial Staffing, For Job Seekers, For Employers, SNI Certes, Financial Staffing, For Job Seekers, For Employers, SNI Technology, Accounting Now, Staffing Now

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I spoke with Lori Day, the Senior Vice President, Chief Customer Operations Officer at EverBank/TIAA, and I got answers from the other side of the interview table. With her 25 years of experience in the financial services industry as a leader and a hiring manager, she has sat through countless interviews focusing on not only hiring, but retaining resources.

Lori shared some great insight on the key things going on in her mind during the interview and what she is looking for in candidates’ answers. Here are a couple of her answers and some takeaways for you as the interviewee:

Types of Questions during the Interview and How to Answer
“It used to be back in the day where the standard questions are, “tell me your strengths, tell me your weaknesses, what are the things you’re most proud of?” And those just don’t help create the environment that gives me a forward look on how someone will be successful with my team.

So, instead I asked questions about the job requirements and the competencies that accompany that and I ask a candidate to paint a picture by telling me examples of times where they’ve had experiences in certain things and when asked to share their examples with me, I’m really looking for them to show me who they are, what they’ve done, how they’ve interacted with other people, how they’ve used different skills to achieve things and solve problems. If they can paint that picture for me of an experience they’ve had in their past, then I’m able to see in the future how they could fit in my organization.”


  • Give specific example stories from your experience that relate to the job description to showcase you have the skills to execute the job. Be sure to include stories of successes and challenges.

Make an Effort and Show you Care
“Being prepared is the ability to know how to correlate the company’s vision and mission and that’s pretty available. If you go ‘Google’ a company, you can find out a lot by not only looking at the company website, you can look at reviews. And being able to articulate the candidate skills and their abilities and parlay that into the company itself shows not only have they done their homework, but they care. If they care, then that says they’re going to care about my customers. They’re going to care about their teammates, and that is really important.”

“So, if you’re doing the research and you’re demonstrating you care, you also show that you care by taking the time, looking the part, being present and engaged in making that first impression. And that is eye contact, what you’re wearing, how you’re presenting yourself, it shows that again, you care about the impression you’re making. You care about the job that you want and you’ll care about, then, my customers and teammates going forward. So, to me it’s vital.”


  • Research the company beforehand to really understand the value of its products/services, to understand their culture, and what is important to that company.

  • Show that you’ve invested into the interview; this means being presentable and being engaged during the interview.

Be Transparent and Authentic
“I would like to give everyone an opportunity to show their best. And so, I don’t know if I would say that’s a show stopper, but I’ll tell you a funny story. I interviewed someone that was great credentials on paper and when they came to me we were having the conversation and they fell asleep while we were having the conversation face-to-face in the interview. And so sorry, that was my show stopper, and maybe there was reason for it. I’m sure there was, but there was no explanation. And if someone recognize and said, “Hey look, you know, I think I need to apologize because I probably wasn’t as attentive as I hope to be. Last night I had something go on,” I’d feel like, “wow, they were authentic.” They see, they recognize that that was probably not their best forward foot, but was able to recover by explaining it.”


  • Transparency equates authenticity, meaning don’t hide or cover up your mistakes. Really take the time to show that you recognize your mistakes (whether it is from your previous work history or during the interview). But there is a difference between ownership of the mistake and the certainty of not committing the offense in the future; the latter shows authenticity.

These are all minor adjustments that can make a powerful impact straight from a person in leadership, straight from the company’s perspective. We, at SNI, hope these insights help you better prepare for future interviews and as you embark on your next career endeavor!

To listen to the full interview or read the full transcript, click here.


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Pete Langlois
Pete Langlois

Pete Langlois

Pete Langlois is the Chief Sales Officer at GEE Group. His blog leverages his decades of experience in hiring, training and retaining top talent and covers trends and issues of interest to employers and job candidates alike.

Other posts by Pete Langlois
Contact author Full biography

Full biography

Pete Langlois is the Chief Sales Officer at GEE Group. His blog leverages his decades of experience in hiring, training and retaining top talent and covers trends and issues of interest to employers and job candidates alike.


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