Audio Tip: How Memory Triggers Can Improve Your Interview

by Mitch Byers :: January 29th, 2006 :: Posted in Interviewing to Win |

From time to time, we all find ourselves in the state of job transition. The job transition may be because of a plant closing or industry consolidation. Or, like John, maybe your job transition is self-imposed. John has been in his role for several years and is ready to step up the corporate ladder. John has received excellent performance reviews. He even took time to get industry certification. However, that doesn’t mean his next job is going to land in his lap.

John knows he has plenty of competition. And he remembers past interviews. The hiring manager seemed interested in him, but after the interview, things fizzled. The hiring manager got distracted – he was off to meetings, was putting out fires, or had an out of town trip. John was a viable candidate, but he somehow got lost in the shuffle. John needs a plan to help him stand out from the crowd. One simple strategy is Memory Triggers.

A Memory Trigger is simply a real life story of your professional experience. Authors Danielle Beu and M Ronald Buckley note that career stories help document or prove a candidate’s claim in the interview – to a strong work ethic, a particular competency, or their interpersonal or leadership skills. The authors reason that interview stories, “when well-constructed and well-delivered will help [you] stand out from the crowd by serving as a memory trigger for the interviewer.” Providing a solid memory trigger gives the hiring manager something concrete they can remember. In fact, a well-delivered memory trigger should linger in their minds up to the point of the hiring decision.

Constructing Memory Triggers is a simple three-step process. When John is asked about his experience at a particular company, he can deliver his career story in three layers, or as I like to call it, PAR: an acronym for Problem, Action, Results: o First, John sets up a business problem. Say the business problem was redundant data – too much information on too many reports o The second layer is Action. John will spend a moment to explain his specific involvement related to the business problem. John can share how he gathered data and how he analyzed the reports to pinpoint the redundancy. o Finally, John needs to express the positive results of his actions. The results need to be specific. Sharing that he consolidated 6 reports to 4 will have greater impact than simply saying he improved the reporting process. Providing quantifiable results better enables the hiring manager to envision John succeeding.

John needs to deliver his Memory Triggers with confidence and genuine enthusiasm, moving smoothly through each of the three layers. However, John’s stories do not need to be long and involved. In fact, his Memory Triggers should be short, punchy, and to the point. The stories should not be diluted with excess details. If more details are needed, the hiring manager will ask.

Memory Triggers – compact career stories that highlight a business Problem, your Actions, and your specific impact on the outcome – a great strategy to take on your next job interview.

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