Psychology of the Job Search: “Psych ‘em Out” Interview Techniques

Have you ever been in a conversation where you felt the person you were conversing with was playing some type of game with you? Or perhaps you’ve encountered scenarios at work where you’ve felt like your colleagues were playing some type of political posturing, and you weren’t sure exactly what the game was, but you sensed that everything was not as it seemed? 

Most of us have experienced at least one, if not both, of those scenarios. And if you throw the topic of interviewing into the mix as a third scenario, then you have probably experienced some of those same feelings.  

If that’s the case, you’d be right on target, because right or wrong, interviewing for a job is a huge psychological game! Not one that has malicious intent, but consciously or subconsciously, psychology plays a big factor in the interview process.  

Now – quick pause – I may have just ruffled a few interviewers’ feathers. Let me be clear, I’m not saying that interviewers are playing games with the candidates. I’m merely saying that the interview process is a psychological game between well-intentioned people who are trying to figure out a VERY subjective objective: Is the interviewee the person who can do best what we (the interviewer) need most? And when assessing people, the process will be subjective, (default to involve our emotions and feelings – psyche!) no matter how hard we endeavor to make it objective. 

The ‘Game’ Isn’t Black and White

Both interviewers and candidates should play this game to the best of their abilities, and what generally occurs tells each far more than what is seen on the surface. The game’s actions are way beyond just the black and white semantics of the interactions. Both parties are constantly reading between the lines, consciously or not, watching the delicate interplay of each move and countermove throughout the process. Beyond what is actually being said, perceptions are being shaped. And those perceptions become reality as to the outcome. 

Before we get into some practical/tactical tips, let’s take a quick look at a couple principles from Scripture. 

• 2 Timothy 3:16-17 – “All Scripture is God-breathed and is useful for teaching, rebuke, correcting and training in righteousness, so that the servant of God may be thoroughly equipped for every good work.” We must be grounded in God’s Word, so our thoughts and actions reflect a Biblical worldview. 
• Proverbs 9:10 – “The fear of the Lord is the beginning of wisdom, and knowledge of the Holy One is understanding.” Reverential awe of our Creator is the bedrock upon which to build our knowledge for how to live, and His wisdom then informs us sufficiently. 

Decoding Psychological Insights

So, what exactly are some of these psychological insights being deployed? How can you decode them, or potentially use them, to make a difference in the way you play the game? I’m so glad you asked!   

Body Language 

If the interviewer is leaning forward, listening attentively, and making good eye contact, you as the candidate could interpret those cues as reflecting a positive work environment and genuine interest in you. Or, it might just be the personality of the interviewer (deciphering is the game!). Of course, the opposite is happening as well. If you as the candidate are slouched back, looking distractedly around, and never quite catching the interviewers’ eye, you’ll be perceived as lacking enthusiasm for the role, or perhaps something even deeper. Not good!   

Another situation where I’ve seen candidates completely miss the interviewer’s body language (yep, that would be me!), is when he / she is rambling with answers to questions and doesn’t see the need / desire for brevity. I recall one interview where a candidate’s response went 15 minutes! I literally couldn’t get a word in edgewise, and I was signaling as best I could with my eyes, face, and body that I wanted to ask a different question! I actually wondered how the candidate was breathing to be able to continue the response! 🙂

Questions Posed

What type of questions is the interviewer posing? Are they focused only on the role and job description tactics at hand? Or are they delving deeper into what you’re aiming for in your career and growth? Are they the “typical” interview questions, or do they reflect a depth of behavioral insight into the nuance of broader employment characteristics for that organization? The juxtaposition is also worthwhile to consider: What kind of questions do you, as the candidate pose? Are the questions all about your desires and needs or about how you could bring value to the job and company? Are they “canned” questions or do they provide the interviewer with knowledge that you did your research and are truly seeking to understand what the job and company are all about?   

Stress Test 

Some interviewers purposely ask questions specifically intended to introduce stress into the interview. They are looking to see how the candidate responds to pressure (do eyes and body start shifting, does speech pattern change, etc.).  Candidates may also ask “direct” questions of the interviewer designed to gauge the workplace culture. For example, the familiar “tell me about a time when your culture came to life?” phrase/question typically used by an interviewer for a behavioral question can be channeled by the candidate to flush out whether the interviewer just has company mumbo jumbo knowledge about the workplace culture or if he/she really knows how the mission and values are coming to life within the company. 

Silence

Quite often, interviewers may respond to a candidate’s answer with silence. It’s an uncomfortable pregnant pause (yep, you know the one!), and the candidate may not know what to do. Most of the time, it’s a situation where the interviewer wants to get more information on the answer the candidate just provided. And rather than saying, “Can you elaborate a bit more on that?”, silence allows the interviewer to gain some insight into whether the candidate will pick up on this nonverbal cue to continue the response with more information. 

Person’s Name

This is a much “smaller” tip but can be equally engaging or off-putting. A lot of research has shown that intentionally using a person’s name in conversation just after meeting him / her breaks down those awkward barriers in quickly building rapport. But you’ll need to do that thoughtfully and not overuse a person’s first name or it literally becomes weird (and maybe a bit “psychotic”?)😊 

Bottom line, interviews involve far more than just answering questions. Psychological dynamics are at play all the time. Interview psychology isn’t a weapon, it’s simply an extension of what we are all involved in with building relationships: listening, comprehending, responding, and asking questions.   

If you are well-prepared, authentic, curious, ask thoughtful questions, and pay attention to non-verbal cues, you’ll be able to hear more than what is just being said and successfully navigate the intricacies of the interview process.

Remember, it’s not just a “game” – – it’s your future! Blessings! 

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Dave Sparkman currently serves as the volunteer Crossroads Career board chair and local ministry leader. He is also the founder and managing director of Spark Your Culture, a corporate culture consulting firm. Prior to that he worked at UnitedHealth Group, a Fortune #5 public company, serving in the role of Chief Culture Officer. His unemployment experience came from the implosion of Arthur Andersen, where he served as the West Region Managing Partner, People.