"The only real mistake is the one from which we learn nothing." - Henry Ford.

After the spaceship Challenger blew up in 1987, killing all the astronauts on board, the Rogers Commission was asked to look at all the events leading up to this disaster. It delved into culture, management practices, and technical processes at NASA and its vendors and suppliers. Many things were learned that prevented similar accidents in the future. This is an example of the power of a post-mortem.

You should be doing a post-mortem after each interview.

But most people don’t.

And as a result, they pass on an opportunity to better prepare for their interviews and increase their chances for success.

What is an interview post-mortem?

Most think of post-mortems in relation to autopsies. In its strict sense, it is an examination of a body to determine the cause of death. But its usefulness has gone beyond this to a general business application. It is an opportunity to look back after a project or event to discuss the process, decisions made, and outcomes. The goal is to determine what went well and what can be improved upon for next time or when encountering another similar project or event.

You can apply the same idea to your interviews. An interview post-mortem is a debriefing session that looks at the process, the decisions made by you (or the interviewer), and the outcome to see how you can improve your interview performance as you continue in the process or if you don’t continue interviewing with this organization, for another employer.

Why is an interview post-mortem important?

Because reflection is a powerful tool. In our busy world, we don’t take the opportunity to think about what we just did because it is on to the next. An interview post-mortem makes us stop and reflect on what went well and how to improve.

When we do this, we gather information and impressions that can help us in many ways.

Learn from our mistakes: Very few people have a perfect interview. Even if you felt it went well, there are always areas for improvement. By reflecting on what occurred, you can identify areas for improvement and develop strategies to address them.

Self-awareness: Reflecting can help us identify areas that have been blind spots for us. If your interviewer looked bored, you could take that as a sign that we were not engaging. A post-mortem allows you to explore why that was, instead of dismissing it as the interviewer’s issue.

Building confidence: When proactively addressing your interview challenges, you build self-confidence about your performance in future interviews. Confidence is vital in convincing an employer that you are the right person for their team.

An interview post-mortem helps the interviewee improve their interview skills, learn from their mistakes, and increase their chances of landing their desired job.

What should be part of an interview post-mortem?

As an interviewee, consider several things in an interview post-mortem to help you reflect on the interview and improve your performance in future interviews.

Interview Preparation:

• How well did I prepare for the interview? Was it more/less than in other interviews?

• Did I review the job description?

• Did I understand the organization’s business?

• Did I research the organization’s competition?

• Did I research the industry?

• Did I research the interviewers?

• Did I speak with anyone at the organization or have information about the organization?

• Did I devise a plan for what I wanted to say about my qualification and experience in the interview?

• Did I practice answering interview questions?

Interview Presentation:

• If a virtual interview, did I have good lighting and sound? Was I looking at the camera? Was any background noise at a minimum?

• If an in-person interview, did I get there a few minutes early? Did I greet everyone with a smile? Was my handshake firm but not too strong or weak? Did I introduce myself? Did I make good eye contact?

• Did I demonstrate enthusiasm for the role?

• Did I dress appropriately for the position?

• Did I build rapport with the interviewer?

• Did I use the interviewer’s name?

• Did I use active listening skills?

• Was my body language professional and showed engagement in the conversation?

Answers: Content and Style:

• Did I answer the questions asked, or did I go off on tangents?

• Did my answers have concrete examples, or were they vague?

• Did I answer questions concisely (2 minutes or less)?

• Did I annunciate so I could be heard clearly?

• Did I neither talk too fast nor slow?

• Did I use either a CAR, PAR, or STAR answer framework?

• Did I demonstrate my qualifications and skills effectively?

• Did I pause to think of the best answer or start thinking of my answers as I talked?

Your Questions:

• Did I ask questions that showed my interest in the company and role?

• Did I ask about any aspect of the job that needed clarification?

• Did I ask questions to ascertain whether the role/manager/organization was a good fit?

• Did I ask questions to ascertain the process or when I might hear back?

Areas for Improvement:

• Were there any areas of the interview where I struggled or felt unprepared?

• Was there anything I could have done differently to improve my performance?

• Was there anything the interviewer said or did that threw me for a loop? How could I have responded better?

Feedback:

• What feedback did I receive from the interviewer(s)?

• Was there anything they noted as a strength or weakness in my performance?

The most important thing is to be honest in your answers. You can’t help yourself if you don’t take a critical eye on your performance.

Capturing Your Thoughts

How you want to capture this information is up to you. You can write it down in a notebook, capture it in a spreadsheet, or even in a project planner. Whichever method you choose, make it easy to find the information at a later date.

Do You Need Additional Interviewing Help?

You might pinpoint your weaknesses in interviews but need help to correct them. Or maybe you aren’t quite sure why you are having an issue, like an apparent lack of engagement by your interviewers. This is where a trusted friend or colleague or paid interview coach can help. Choosing someone who has conducted interviews before and can give honest feedback is important. They can help you correct your issue or even troubleshoot what is occurring. Don’t be afraid to seek help when you need it.

After a job interview, many people don't take the time to look critically at how they did. But don’t be like everyone else. You want to improve, so you can get the job you want and do great in your career. That's why it's important to do a post-mortem after each interview. This means taking some time to think about what you did well and what you can do better. By doing this, you'll be able to see your progress and get better at interviewing. It could be the key to winning the job, allowing you to thrive in your career.

Shelley Piedmont is a job search coach. She wants to help job seekers put their best foot forward by providing the tools for a successful job search. If you need career coaching, resume preparation, interview skills assessment, or LinkedIn profile assistance, she can help. Schedule a 15-minute no-obligation consultation.