6 types of visitors you will face and how to win each type of visitors
Jeff Altman, Big Game Hunter
When you attend an interview, most candidates worry about problems. But it’s the real fact: it’s not just a question, it’s about Who is asking them. Different types of interviewers have different priorities, different angles and different ways to adjust your size. If you can identify the type to be processed, you will know what is most important and how to adjust the method.
Here are the six most common types of interviewers and how to deal with each type.
1. Filters (HR or Recruitment)
Think of filters as gatekeepers. They are not deciding who is hired, but they are sure to decide who moves forward. Their job is to eliminate candidates who are not suitable for basic knowledge.
What do they care about:
- Do you meet the minimum requirements in your job description?
- Are your salary expectations consistent with your budget?
- Can you communicate clearly and professionally?
How to deal with them:
Keep it simple. Speak in simple English, not technical terms. Concise, optimistic and focused. Don’t overshare – meet work requirements and show enthusiasm. If they ask about compensation, avoid numbers at this stage; use scope or say you “depending on role and responsibility”.
2. Technician (subject expert)
This is someone who knows the origin of the character better than anyone else. This could be a leader of the team, a future companion or someone in the department who believes you have the skills.
What do they care about:
- Can you really do this job?
- Do you understand the tools, processes, or technical skills involved?
- Are you the one they trust in dealing with complex tasks?
How to deal with them:
Prepare to go deeper. Have real-life examples of the projects you are working on and problem solving. If you don’t know, don’t fake it. Show how you figure it out. They respect honesty and problem solving.
Camera interview preparation
3. Boss (hiring manager)
This is the person you might report, and the one with the biggest opinions.
What do they care about:
- Will you get results?
- Will you make their lives easier than harder?
- Will you adapt to their team without causing drama?
How to deal with them:
Focus on results, not just responsibilities. Talk about the impact of your work: Save income, gain efficiency, customer retention. Showcase the initiative. Hiring managers like candidates who can see and solve problems without having to hold hand-held craftsmanship.
4. Group members (committee or team)
Sometimes you face a group of interviewers at a time. Each group member has a different lens: one person may be evaluating your technical knowledge, another is your teamwork, and another is your personality for you.
What do they care about:
- Can you balance multiple relationships at once?
- Can you adapt and professional from different perspectives?
- Do you respect everyone regardless of their role?
How to deal with them:
Participate in the entire room. When you answer, make eye contact with everyone, not just the person asking questions. If possible, use the name. Balance your answers to show hard skills and soft skills.
5. Wildcards (unpredictable personality)
This person doesn’t follow the script. Maybe they ask strange questions, interrupt or throw in curveballs. Sometimes they are testing how you deal with stress, sometimes they just have a quirky style.
What do they care about:
- How do you react under stress?
- Can you stay stable and flexible when unexpected happens?
- Are you a puncher?
How to deal with them:
Don’t let them throw you away. Hold your breath, stay calm, and think carefully. If the question is weird (“What would you be if you were an animal?”), take it seriously, but be brief and light. They are more interested in how you handle it than the actual answer.
One thing you should do often
6. Hiring manager boss (executive or senior management)
If you reach this stage, congratulations on being the finalist. The hiring manager’s boss is not there to introduce you in detail. They are there to make sure you are in line with the bigger picture.
What do they care about:
- Will this person help departments and companies achieve their goals?
- Do they represent the professionalism we want to be in front of clients, partners or senior leaders?
- Will they persist and organize their growth?
How to deal with them:
enlarge. Talk less about the tough constraints and more about strategic impact. Use the language of business results – profit, growth, efficiency, innovation. Keep your answers clear, confident and forward-looking. Executives want to see maturity and judgment, not skills lists.
Final Thought
Every interviewer you meet has a different shot, but they are all looking at the same thing: whether you are the right person for the job. Your job is to adapt. Please note who is asking questions, customizing their answers to the most important questions for them, and you will become a candidate for “get the question”.
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Avoid negative words and phrases during job interviews
About Jeff Altman, Big Game Hunter
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