By D’Najah Thomas
When an aspiring housing or student affairs professional sits down for a job interview and looks across the desk (or, probably more likely these days, into the Zoom camera), their mind is racing with dozens of questions and concerns. Will they like me? Do I have the necessary experience? What will this position ask of me? How does this outfit look? And while all of those questions and more are worth considering, those directors and managers who are doing the hiring will say that one of the best ways to stand out in today’s highly competitive job market has less to do with what candidates say and more to do with how authentic they are able to be.
One way that applicants can significantly enhance the possibility of a successful job interview is to have a deep understanding of their own story and how that can elevate them beyond other candidates. Often, individuals fail to acknowledge and appreciate their achievements, growth, and skill development over time. They struggle to articulate the impact of their work and how it aligns with the mission, vision, and outcomes of their department and university. Moreover, many job seekers fall into the trap of seeking perfection when preparing for interviews. They attempt to memorize what they believe to be the perfect responses to a myriad of potential questions rather than focusing on authentically sharing their experiences and insights. While this scripted response may get someone through a mock interview, that approach can lead to individuals freezing, losing their natural connection, and diminishing their confidence when it comes time for the real one.
Applicants must understand and communicate their story and emphasize their transferable skills to excel in the job market. This shift focuses on showcasing their achievements, growth, and skills acquired over time. By authentically sharing experiences and insights, applicants can boost their confidence and connections with interviewers, standing out as compelling candidates. To navigate these challenges and stand out in the job market, it is essential for them to shift their mindset and approach.
One of the first ways to achieve this is for candidates to be, as some describe it, “the expert on you.” This means understanding how one’s individual, unique story sets them apart. During the interview, this can be realized by critically reflecting on their professional journey, their accomplishments, the challenges they overcame, and the skills acquired. Identify key moments that have shaped your career and contributed to your growth. Caila Flanagan, Pennsylvania College of Technology’s senior residence life area coordinator, has embraced this approach as she prepares for interviews that may advance her career. “The best way to prepare for specific interview questions has been to be comfortable and confident in sharing my story,” she says. “By being able to articulate the experiences I have been through in my current role, my responses have more depth while still showcasing who I am as a person.”
When candidates can show in their interview responses that they have reflected on all aspects of their professional journey, “it showcases higher level thinking and someone that is dedicated to their own development,” says Therésa McKire, assistant director for student leadership, recruitment, and development at the University of North Carolina Greensboro. “Candidates that reflect in this way tend to be better leaders, more likely to take responsibility when things go awry, and they can easily recognize the lessons taught by experience. We want to witness a team member who can easily identify the learning in their everyday environment and not rely so heavily on development from an external source. It also shows their ability to find solace in the work and the lessons it teaches.”
Other advice for job seekers is to move beyond simply listing responsibilities they’ve had in past positions and instead to showcase their transferable skills. While it is certainly traditional for résumés and cover letters to recount the different positions the candidates have held and their corresponding tasks and responsibilities, the interview is an opportunity to move beyond the nuts and bolts of these positions. After all, the odds are that most, if not all, the other candidates come from similar jobs with similar responsibilities. Candidates should highlight the skills they've honed and allow their growth potential to stand out. This means identifying and emphasizing the transferable skills gained from professional and personal experiences that are relevant across various roles and industries and will equip them to excel in future roles and contribute meaningfully to the organization.
For example, most housing professionals – even those early in their careers – will be responsible for managing a budget for programming or some other special projects. Specific tasks in these cases may be allocating resources among the student workers, tracking expenses, and assessing the success of the program when complete. On a broader scale, though, when conveying these experiences in a future interview, candidates can tout their experiences in financial management (“Working in housing and residence life taught me to oversee financial resources effectively, prioritize spending, and make strategic decisions to optimize budget allocations”), resource allocation (“I would regularly delegate which resources would most efficiently support various programs and initiatives within the residential community”), and collaboration (“I worked with diverse stakeholders, ranging from students to external vendors, to build relationships, manage contracts, and ensure successful program implementation within budget constraints”). These statements are not dishonest or even embellishments, but they do place one’s day-to-day work in its proper context.
Another benefit of candidates identifying their transferable skills is that eliminating some of their guesswork makes the interviewer’s job that much easier. “When candidates do the work of reflecting on the acquired skills and life lessons, parallels begin to be drawn, and I can honestly begin to picture how they make decisions,” says McKire. “When I ask you to tell me about a time you’ve made a difficult decision, I’m not necessarily just looking for a story that makes you more personable, but I am also trying to understand your conflict management style, how you work under pressure and stress, and how you articulate decision making or critical thinking. If you clearly outline these things and make a point to mirror what I am looking for within the role, you definitely have my attention.”
Most recently, Flanagan was interviewing for a role outside her current functional area, which made being able to highlight her transferable skills all the more valuable. “Because I’m searching for roles across student affairs, I’ve made sure to give solid examples of how I have or would use my transferable skills in roles outside of my current scope,” she explains. Similarly, candidates should look for opportunities to highlight cases where they successfully adapted to new challenges or environments. This will showcase their ability to navigate change and embrace new opportunities, emphasizing their flexibility and resilience.
Applicants must understand and communicate their story and emphasize their transferable skills to excel in the job market. This shift focuses on showcasing their achievements, growth, and skills acquired over time.
Finally, it is valuable for candidates to admit that they need to practice expressing themselves authentically and discussing their achievements and experiences in a natural, conversational manner. Being thoughtful and organizing one’s experiences into a cohesive narrative will highlight one’s strengths, experiences, and unique value proposition. Admittingly, being comfortable talking about one’s self can be difficult. But, as Flanagan notes, “If you find a way to do so in which you’re truly just sharing your story, the conversation flows so well and allows you to show interviewers who you are.”
McKire, as an interviewer, agrees. “Candidates that memorize responses are a red flag. It brings up concerns about thinking on your feet and responding to situations that are out of the box or unplanned. Much of the work we do does not have a cookie-cutter response and usually does not fall within a specific response protocol. Instead, hiring managers want to see candidates that exude care and compassion for the people they work for and how they use that care to make the best decision.”
By taking these proactive steps and focusing on transferable skills, job applicants can enhance their self-awareness, articulate their value proposition effectively, and position themselves as standout candidates. Embracing authenticity, self-knowledge, and strategic skill articulation not only elevates their presence in the job market but also demonstrates a readiness to excel in future roles.
Understanding that their unique story sets them apart, job seekers must engage in critical reflection to connect their personal and professional goals and emphasize the transferable skills that make them valuable assets. Highlighting not just the tasks they have done but the skills they have honed and their potential for growth, along with articulating how their past experiences have equipped them to excel in future roles and contribute meaningfully, is better than a perfect response. It’s an authentic response. “When you are an expert on yourself, values, and philosophy, you are an overall better professional and someone who cannot be tossed to and fro with the circumstances that our work brings. Responses that are expert-based can allow your interviewer to see the longevity in you and to really dive deep to ensure that your philosophy aligns with theirs,” says McKire.
Flanagan agrees. “Don’t ever try to play a part for an interview because then you’ll be playing a part for the entirety of your time in that position. A big piece of this process is finding somewhere that fits your goals and needs as well.”
D’Najah Thomas is the director of The Placement Exchange.
