When interviewing, at either side of the table, consider the big picture.

For a Candidate, consider the mission of the Employer, the division and all the way down to the team where you will be working. See (and show) how you will bring value to the table, how your unique set of skills and experience will contribute to the team, division and the Employer as a whole. Your Interviewer is trying to piece, in their own minds, how you will fit in that puzzle, how your contribution will be valuable and in harmony with the rest. Do not focus exclusively on your little parcel, on your ‘job’ isolated from the rest.

For an Interviewer, having deep knowledge and understanding of the Employer’s needs, starting from the top (not the immediate supervisor of this potential resource), determine how the mix of experience, education, attitude and intent of this Candidate meets not just the immediate need, but future growth of both, the Employer and the Employee.

Supervisors change. By exaggerating the importance of meeting just the immediate supervisor’s preferences (we all have them) instead of the further reaching needs and characteristics of the Organization as a whole with a long range view, the Recruiter is shortchanging the Candidate and the Employer. Sure, it may score an immediate ‘success’ with the Boss of this new Employee, but at the expense of everyone else, including the Recruiter’s own reputation as a professional.

Experience shows that, in the long run, only when these issues are addressed, there is a good match at the inception, contributing to smoother integration, relationship and growth for everyone.