What is “Extreme Interviewing”? Is there such a thing? Does this term even exist in the dictionary?

The short, and maybe obvious, answer is “No.” So perhaps I am guilty of coining a new term for the purpose of this article, but it is a concept that is very relevant and worth highlighting in today’s hiring process.

A noteworthy question was asked at last year's World Congress Medical Affairs Strategic Summit in Philadelphia – a gathering primarily consisting of Medical Science Liaison Managers and Directors.

“What do Medical Affairs Managers look for when interviewing Medical Science Liaison candidates?”

 Joan Cannon, Senior Director of Scientific Affairs at Lundbeck Pharmaceuticals, answered this frequently asked question by saying, “During our hiring process, we look for extreme behaviors displayed on interviews. We look to see if candidates are going to drop their guard and break out of professional mode during the course of our conversations. We expect that candidates are going to be on their best behavior during an interview (and throughout their tenure with us) – so if we see that they can't control their behavior during the course of a half-day or full-day interview in conversations with several leaders in industry, we can only imagine what might happen six or twelve months down the road when they are in front of our clients and Key Thought Leaders in the field.”

Joan added that they try to pinpoint any red flags in a candidate’s behavior, attitude, background or personal presentation, but truly hope they will see otherwise. In particular, they pay close attention to how candidates answer the question, “Why do you want to leave your current employer”? Cannon said that “when candidates cannot resist the urge to speak negatively about their current boss or company, it is clearly a red flag.” According to a recent Simply Hired survey of over 850 Managers, an overwhelming 88% said that “bad mouthing a former boss” will affect the likelihood of a candidate getting hired and was among the top 5 “behaviors viewed negatively” in the survey.

In addition to Joan’s take, similar comments were offered by several other members of the committee that reinforced this sentiment. The consensus among the MSL Managers and Directors was that when interviewing Medical Science Liaisons, they also hope to learn what is NOT displayed on the CV or resume. Managers hope to determine the candidate’s level of:

·      Emotional intelligence

·      Learning agility

·      Presentation skills

·      Drive and passion

·      Engagement skills (and active listening)

·      Flexibility

In summary, MSL Hiring Managers are looking to see if they can pinpoint any red flags or extremes in a candidate’s behavior, background or personal presentation during the course of an interview but truly hope for a positive outcome. Ideally, managers prefer that candidates “be themselves” on an interview, so that they can get a feel for their true character, personality, and aspirations. The key to a successful interview is to maintain a consistent and professional demeanor, while showcasing experience and your personal story in an authentic manner.

Here are some interview tips that may be helpful:

1.)  Stay professional at all times (before, during and after an interview).

2.)  Be positive, humble and gracious.

3.)  Resist the urge to speak negatively about your current boss or company.

4.)  Be careful not to “over share” information and details.

5.)  Show active listening skills.

6.)  Prepare a good list of questions to ask during the interview.

7.)  Be engaged throughout each discussion. Maintain eye contact, ask good questions and avoid one-word answers.

8.)  Show your interest and share genuine enthusiasm.