Open the door to your new life, by closing the interview right

"A-B-C - Always Be Closing," said Alec Baldwin's character in the NSFW memorable scene from Glengarry Glen Ross.

That's the mantra for people in sales, but on an interview, YOU are selling - yourself - and closing is the difference between Glengarry's El Dorado top prize, and the second-place steak knives.

Of course to get to that point, one has to get the interview, and prepare - learn about the people you'll be meeting, the projects and prospects and culture of the company and department. Plenty written about those topics.

But as a recruiter, I've had thousands of people call after an interview, saying "it went great" - yet when they can't cite any substantive points of alignment with the hiring team, and don't know what happens next in the process or when, I know it didn't go great.

So how do you elevate from "thought it went great" to "KNOWING it went great" - so great in fact, that you're going to get an offer?

1. Seek and establish points of commonality

Don't spend the interview talking about your greatness and accomplishments. LISTEN to what each interviewer is seeking. CLARIFY what is important to the interviewer. UNDERSTAND the challenges and objectives the interviewer faces, and leave the person with a clear comfort level that you understand those challenges, and how you've contributed to solving similar challenges in the past.

2. Don't leave any interviewer without having a clear understanding of how you fared with the person

In many a good interview, the discussion will be so natural and conversational that all or most of your substantive questions will be answered along the way. That's okay. As the final question for you to ask, even if it's the only question, say something like this, in your own words:

I'm really glad we had this discussion because [give substantive reason(s)]. I know I could help your team and make good contributions because [IMPORTANT: throw in one or two of those commonality points from 1 above]. But let me ask you: Have I answered your questions to your satisfaction? More importantly, is there anything critical to being a strong success in this role that we've not covered enough?

3. Listen for, and pivot on, the answer

If you did things right - advance prep, good listening, good understanding of the interviewer's interests and challenges and objectives - the interviewer is likely to answer positively. In which case you say - your words:

That's great! As I said, I know I'd enjoy it here and contribute in meaningful ways [doesn't hurt to again say why]. I very much want to move forward in the process. What happens next? When should I expect to hear more?

Sometimes, there might be a thing - manageably small, or show-stoppingly bigger - that keeps the interviewer from giving you a full thumbs-up. Not good, but it's better addressed there, in person, than ignored. In your own words, address it based on the circumstances.

Sometimes, an interview went so well as to cover 90% of what mattered to the interviewer, but no time for the other 10%. So if the interviewer mentions not hearing enough about XYZ, and that's actually a strength, say - your words:

I'm glad you mentioned that. [XYZ] is actually something I've done much more work in that we had a chance to discuss. I know we're getting short on time, but two good recent examples I could give are [give the examples].

Then, again, as before, get some sense that you answered the question better, restate your interest, and define what happens next and when.

Or - the interviewer has brought up something in which you truly have no meaningful experience. So highlight your agreed-upon strengths, point out your adaptability and fast-learning curve, and focus on your long-term value to the team. Your words:

You're right. I've never had the opportunity to do that. But can we agree that [ABC] and [DEF] are also very important to you, and you liked the examples I gave in my work on those things? Let's also agree - I'm a constant learner. I don't think I've ever gone three months without picking up a new skill or refining one so I could do it better. I would like this job because [say why], and expect you'll be happy to hire me. I guarantee the department will be better within a week with me on board, however much of a learning curve I have on some parts of the job. And that in the first 90 days, I'll have the rest down. If you've interviewed someone better than me, fine, let me know. But otherwise, I'm ready to start in a few weeks for you. Do you want an A performer in 90 days? Or do you want to keep interviewing to find someone perfect? You might not have anyone in 90 days.

In many interview situations, you'll meet multiple people on an interview day. Do that with each person. I've had many situations where the candidate didn't do great with the first interviewer, used the immediate feedback to recalibrate for the rest of the interviewers, and the improvement got duly noticed, and an offer made. Usually the interview team shares their observations and concludes, "Oh, he must have been a bit nervous at the start. That's normal."

This sounds "too forward" for many people, I know. But a sales manager I know is fond of saying "The yesses don't kill you. And the no's don't either. It's the maybes that kill you." And if you go on ten interviews and collect ten maybes (rather, never attempt to close - to get a yes or a no), you've wasted ten opportunities, and the time of ten interviewing teams.

A friend of mine, in the midst of an economic recession, decided to augment his professional income by monetizing his bartending skills. A popular local bar was having an open "cattle call" interview. The line was out the door, with unemployed bartenders waiting to make their pitch.

My friend finally got to the bar owner, took his 17 seconds to explain how to make a Cosmopolitan or whatever - and then launched right into the closing technique above. First person, out of probably 75 before him, to have done that. Hired on the spot.

Don't "think" you did well on an interview.

Don't play guessing games after the fact with how the interviewer(s) "might" have perceived you.

A-B-C - Always Be Closing. For A Better Conclusion.