It happened twice this week, and happens all the time. Candidates are asked a reasonable question and give not only Too Much Information, but way too much information and it ends up costing them the job. We had a well-qualified candidate for senior-level inside sales manager’s job. She made it past the first interview and when she went to the second interview for some reason or another she felt compelled to explain to the female hiring manager why she wore a wig. It was a very expensive wig and unless you look closely you couldn’t even see that she wore one. She went on and on, according to the hiring authority, for five or 10 minutes about the condition of her hair. It had absolutely nothing to do with the job… nada! On top of thinking that the conversation got weird, the hiring authority totally lost interest in the candidate. And what’s worse, the candidate didn’t even detect it.
The second situation had to do with a very well-qualified V.P. This guy is in his late 40’s and has 20 years of solid experience and you think you would know better. Somewhere in the conversation with the CEO of one of our clients, he started talking about all of the problems he was having with his 16-year-old. Now most of us who have raised kids know parents always have problems with a 16-year-old, especially a male 16-year-old. For some crazy reason our candidate felt so relaxed with the CEO, he told the CEO about his kid’s problems at school, his kid’s challenge with hanging around the wrong kinds of other kids and, can you believe this, his kid’s drug problem. End of interview! Although the CEO had a tremendous amount of empathy for the candidate’s situation he didn’t feel comfortable at all hiring someone who might be so distracted by his 16-year-old that he might not travel or work like he should.
Some years back, we had a very accomplished female candidate. She had recently gone through a rather ugly divorce and didn’t mind sharing her woes over the divorce with prospective employers. We warned her not to do this under any circumstances. Many people however in situations like that can’t help themselves. She made it past three interviews with one of our clients and was a finalist. In fact, we were told it was hers to lose. In the final interview with the executive VP she ended up telling her personal story. After the interview she told us that even though she had gone into her personal story more than she would like, the hiring VP totally understood her situation. The executive VP told our candidate that she had recently gone through the same kind of ugly divorce and they spent 20 minutes commiserating. Our candidate knew that, this time, talking about her ugly divorce only helped her, because the executive VP really understood and empathized with her because he executive VP had just gone through the same kind of ordeal. Unfortunately, she was totally wrong. The Executive Vice President wasn’t going to hire her because, according to the EVP, she knew what a basket case someone is when they go through that kind of thing and since it had just happened to her she knew, from experience, that a person going through that ordeal wouldn’t be focused for at least a year.
Here’s the lesson:Don’t give TOO MUCH INFORMATION !!!It will work against you