I recently referred to the “X” factor I look for in product consultants. The qualities I believe make someone uniquely qualified to excel in this job, and subsequently, why I don't use traditional interviews to suss this out. It’s interesting because, in my head, I have a mental picture of what this looks like but when asked to verbalize it, coming up with a succinct answer was a struggle (shocker, I know, lol).
For me, I think this boils down to two things - confidence and comfort. Interviews are awkward, people often feel very nervous in them and don't perform their best. It’s hard to get an accurate read on someone if that’s the case. In determining if someone is going to be a strong, successful consultant, I need to get a read on who they are and how they perform in these situations. But rather than try to trip them up, I want to level set and get them comfortable. Remind them that they’re here because they’re qualified, they’re an expert in their field, and we are just talking about product. So let’s take some of the pressure off, get a bit more comfortable, and bring back a bit of the confidence they should feel, instead of the pressure that interviewers can often instill.
That brings a much more authentic version of their skills, personality, style, and expertise to the table. It gets them showcasing more of who they truly are and how they act in a more comfortable situation. It allows them to participate on a more even playing field, one where they can display their knowledge and expertise, more similar to the way they would if they were brought in as an expert consultant on a project, for example.
It also allows me to see how they show up initially, with little information, to a new situation, where they are new but a bit more comfortable. It gives me a glimpse into how they may be in front of a client in that first week. Maybe still some nerves and trepidation, but more comfortable than being a nervous interviewee. Still new, but more confident. Professional and observant, ready to learn and ready to offer knowledge.
Ultimately this style of conversation (for me) leads to a significantly more authentic, deep, and rich set of interactions that allows me to get a better holistic understanding of a candidate and a person. It allows me to know them better, have more transparency from the start, and talk with them about what it takes to be a consultant. Tougher conversations, regular boundary setting, delivering tough news in diplomatic ways, being solutions-oriented even if it means our recommendations aren't always used, knowing when we’ve done all we can, etc. There are so many nuances to consulting that make it different from being in-house, and require different approaches and sensitivities in how we communicate. This means that ensuring we have ways to not only identify these needs but verbalize these essential qualities and source them in our teams is critical.
When I meet candidates, I'm not looking to trip them up during an interview. My goal isn't to find their weaknesses or ask them to utilize methodologies to solve complicated problems on the spot. I don't usually ask them to spend a ton of time talking me through examples of every product they’ve delivered, especially if their resume clearly speaks to their experience. I'm looking for something different.
They also have to be self-aware. They have to know how to read people. How to deliver the most relevant information to the person they are talking to, at the time they need to hear it. They need to be able to listen to what isn't being said. To hear what three different team members from different parts of an organization are saying about something and tie those things together to find the common theme and solution to a larger problem. They need to be able to recognize a boundary being pushed, well before they are over it and past the point of no return. And they need to be able to maintain confidence in themselves and their knowledge - regardless of what clients do with it. They won’t always listen, or take our recommendations and run with them, and that’s ok. It’s our job to shine the light, what they do with the information we give them is ultimately their choice.
I find consulting to be one of the most exciting and rewarding types of work out there. Being able to go into a struggling team or company, help identify and improve their issues, and help their teams be happier and perform better, is one of the most satisfying and rewarding things out there (at least for me). I truly love it. But it’s not for everyone. And that’s ok too. Just like everything in life, we all have to find what we love, what we’re good at, and where we fit, and run with that.
So when I interview, I’m looking to find the ‘X factor’, the combo of the style, the self-awareness, the efficiency, the communication, the expertise, the flexibility, all of it put together in a confident and comfortable person who can hold their own just about anywhere and feel good doing it. I want to leave that ‘interview’ with the gut feeling that this person has it, and yes, my gut is still one of my strongest tools. :)
P.S. ** I should caveat this by saying I am not the lone step in our interview process. We have a very well-thought-out talent and product screening process that our very knowledgeable and experienced VP of Talent has spent a ton of time on. I am solely lending my extra 2 cents on the ‘it factor’ to this part of consulting. It takes a village.
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