When interviewing, leave something behind

An interview I conducted over 15 years ago has stayed with me ever since. I was filling a Team Leader position for a QA team of 12 representatives. The candidate interviewed « okay »—almost textbook-like—at best a « Meh! » However, what stuck with me was that when I walked them back to reception, they handed me a manila envelope.

« Reports and a document support what I just told you. »

I took the envelope, had them sign out, and moved on to the next candidate. On my way to the boardroom, I dropped the envelope on my desk. When I returned to my office after a day of back-to-back interviews, the envelope was staring at me. Curiosity got the better of me, so I opened it before checking my emails or voicemails.

The envelope contained the candidate’s latest performance appraisal and four months’ worth of reports, with confidential numbers blacked out. I was impressed; no candidate had ever provided evidence to support their claims about themselves. As someone who has conducted hundreds of interviews, I find that most candidates are unmemorable. However, this candidate stood out because they proactively backed up their claims with evidence, thereby reducing the risk of hiring them by proving they were genuine.

I don’t remember how many candidates I interviewed for the QA Team Leader position—probably six or seven—but I do remember calling only this candidate to arrange lunch with the team. (I firmly believe candidates for leadership roles should spend time with the team they’ll be leading.)

Yes, they got the job.

When job searching, your primary goal is to do everything possible to make yourself memorable. When you’re scheduled for an interview, whether in person or via video, ask yourself: What can I leave behind or email as proof of my skills, experience, and commitment to success?

Ask any employer, and they’ll tell you that more than ever, the job market is full of bad actors talking a good game. Understandably, employers are often apprehensive about a candidate’s ability to ‘walk their talk.’ A leave-behind—essentially an addendum to your resume and LinkedIn profile—is an effective tactic that can dispel any lingering doubts your interviewer may have about your candidacy. 

Leave-behind suggestions:

A portfolio

A curated collection of work samples offers concrete proof of skills and achievements. In creative professions such as graphic design, photography, and architecture, a portfolio is a standard requirement. Still, you can create a portfolio for almost any role, whether in software development, journalism, or various finance positions. Having a portfolio, especially when interviewing outside the « creative » fields, is a rarely used job search tactic that’ll have you stand out from other candidates.

Productivity Reports

Which candidate is more likely to get hired, the one who talks about their productivity or the one who provides evidence? In my world, call centre management, productivity reports are standard, just as they are in sales, business development, investment banking, quality assurance, marketing, and social media management, to name a few professions.

Leaving behind recent productivity reports proves your ability to deliver results, adds credibility to your candidacy and reduces the risk of hiring you.

Recent Performance Review

I’ve used this strategy several times. Trust me, it works! 

One question your interviewer will have lingering in their mind is, « Is this person manageable? » Leaving behind your latest performance review—provided it supports that you’re a stellar employee—proactively answers this question.

360 Review

Once, I was competing—don’t kid yourself, a job search is a competition—for a job I really wanted. I knew I faced stiff competition; therefore, I needed an ace. The morning after my interview, over breakfast, I had an ah-ha! moment. Months earlier, my employer, a large financial institution, had conducted 360 reviews. My approval rating was 86%, significantly higher than the average of 73%. My ace was my 360 review results! I couriered my results to my interviewer. The next afternoon, I received a call to schedule a second interview.

If you have a 360 review that praises your leadership abilities, that’s gold! Share it!  

Testimonials

Establish your credibility and trustworthiness by incorporating one of marketing’s best practices and leave behind testimonials (aka, social proof). Solicit testimonials from anyone familiar with your work, such as colleagues, vendors, managers, and customers. Print them and present them to your interviewer. Don’t underestimate the influence that other people’s opinions, even strangers, can have on your interviewer when they’re considering whether to move forward with your candidacy.

120-Day Plan

New employee honeymoon periods are a thing of the past. Today, employers look for candidates who can hit the ground running. Providing your interviewer with a detailed breakdown of how you plan to approach your first four months—specifically, outlining your learning goals, performance milestones, and relationship-building objectives—demonstrates your commitment to integrating into the company and generating value from day one.

The purpose of a leave-behind is to give your interviewer tangible evidence of who you are and, most importantly, your abilities. Additionally, a leave-behind can mitigate the consequences of a mediocre interview. Job interviews are about making lasting impressions, and doing what most candidates won’t is a surefire way to stand out. 

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Nick Kossovan, a well-seasoned corporate veteran, offers “unsweetened” job search advice. Send Nick your job search questions to artoffindingwork@gmail.com.

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