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Interviewology: The New Science of Interviewing
“A must-read for seasoned and new managers alike.” —Johnny C. Taylor Jr., SHRM-SCP, CEO of the Society for Human Resource Management (SHRM)
A groundbreaking guide to mastering the job interview, offering proven advice and techniques to discover your unique interview style that is key to interviewing better—for those on either side of the table.
Conventional interviewing advice doesn’t work. That’s what Anna Papalia learned through years of experience as an HR professional, consultant for Fortune 500 companies, and teacher at the Fox School of Business. None of the existing tools work for one simple they don’t get to the heart of what actually makes a great interview—self-awareness. At its core, an interview is a set of questions about you. If you don’t know yourself, you won’t do well.
Determined to make the process better, more inclusive, and less obscure, Anna spent years researching how people interview and uncovered a new science to interviewing, rooted in the finding that there are four main styles people exhibit in an you can be a Charmer, a Challenger, an Examiner, or a Harmonizer. Your style influences how you view and approach interviews, and ultimately how you perform in them. In Interviewology, Anna teaches you how to identify your individual style (and that of who you are interviewing with) and offers pragmatic tips for using this knowledge to nail your next interview.
Packed with wisdom, Interviewology offers clarity and a dynamic, scientifically validated approach that challenges everything you thought you knew about interviewing, providing unique insight into the process, debunking some of the most common myths, and explaining how you can perform better, whether you’re applying for the job or looking for the right candidate.
Going beyond generic advice that isn’t useful in the real world—such as memorizing rote answers or strict guidelines—Interviewology is a revolutionary approach that focuses on self-awareness—and how to develop it—to help everyone master their own unique interview style. It’s about the power of knowing yourself and how that insight can lead to a more successful career and life.
A groundbreaking guide to mastering the job interview, offering proven advice and techniques to discover your unique interview style that is key to interviewing better—for those on either side of the table.
Conventional interviewing advice doesn’t work. That’s what Anna Papalia learned through years of experience as an HR professional, consultant for Fortune 500 companies, and teacher at the Fox School of Business. None of the existing tools work for one simple they don’t get to the heart of what actually makes a great interview—self-awareness. At its core, an interview is a set of questions about you. If you don’t know yourself, you won’t do well.
Determined to make the process better, more inclusive, and less obscure, Anna spent years researching how people interview and uncovered a new science to interviewing, rooted in the finding that there are four main styles people exhibit in an you can be a Charmer, a Challenger, an Examiner, or a Harmonizer. Your style influences how you view and approach interviews, and ultimately how you perform in them. In Interviewology, Anna teaches you how to identify your individual style (and that of who you are interviewing with) and offers pragmatic tips for using this knowledge to nail your next interview.
Packed with wisdom, Interviewology offers clarity and a dynamic, scientifically validated approach that challenges everything you thought you knew about interviewing, providing unique insight into the process, debunking some of the most common myths, and explaining how you can perform better, whether you’re applying for the job or looking for the right candidate.
Going beyond generic advice that isn’t useful in the real world—such as memorizing rote answers or strict guidelines—Interviewology is a revolutionary approach that focuses on self-awareness—and how to develop it—to help everyone master their own unique interview style. It’s about the power of knowing yourself and how that insight can lead to a more successful career and life.
253 pages, Kindle Edition
Published January 30, 2024
105 people are currently reading
2140 people want to read
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Displaying 1 - 30 of 34 reviews
October 19, 2024
ye so i think that this book is pretty....mid and not that interesting, i mean it categorizez people in the workplace into 4 types and i just happened to think that its kinda ummmmm. stereotyping every single human being into limited boxes and doesnt consider the sheer complexity of everyone's decision making and personalities.
April 3, 2024
This was a helpful book/resource for me as I was interviewing for jobs. I also did the assessment to find out what kind of interviewer I am. I give it 3 stars only because parts of the book were geared towards HR or hiring managers which didn’t apply to me. I am sure I’ll come back to this book again the next time I am interviewing but I do think it helped prepare me and land a job.
August 11, 2024
This would have been more useful if the test was included. Instead, you are directed to a website where you have to pay $70. You don’t get a discount for buying the book either. Disappointing.
October 6, 2024
While likability is an important factor in team dynamics, it shouldn't overshadow other requirements. Interviewers should strive to maintain objectivity, perhaps by involving multiple team members in the interview process, to gain diverse perspectives.
Context:
- What if the reason some clients weren't improving was that they were trying to force themselves into an interview mold that didn't fit their natural tendencies? What if, like learning styles, there were distinct interview styles?
- After months of research and testing, she had created an assessment tool which identified four distinct interview styles – the charmer, challenger, examiner, and harmonize.
Charmer:
- The charmer interview style is characterized by an extroverted approach that prioritizes personal connections and gaining approval. Charmers view interviews as performances.
- Their natural charisma and ability to build rapport quickly can be significant assets, but can also have drawbacks if not balanced properly. Charmers excel at creating a warm, engaging atmosphere during interviews. They can paint vivid pictures of their job experiences. These skills, combined with their perceptiveness and adaptability, enable charmers to read social cues and adjust their approach on the fly.
- Their focus on building rapport may divert them from adequately showcasing their qualifications. In their eagerness to connect, they may overshare or inadvertently dominate the conversation. There's also a risk of coming across as insincere or desperate if their charm feels forced or excessive. Charmers sometimes struggle to balance two things – desire for approval and the need to be authentic.
- Implementing the STAR method – situation, task, action, result – can help structure their responses.
- For those interviewing charmer candidates, it's important to implement structured interviews to ensure applicants are evaluated consistently and systematically. Prepare specific behavioral questions that require detailed responses, beyond generalities. For example, instead of asking, Are you a team player? You might ask, Tell me about a time when you had to work with a difficult team member to complete a project. How did you handle it, and what was the outcome?
Challengers:
- Challengers are often internally focused, remaining true to their convictions regardless of external cues. This unwavering nature stems from a deep-seated need to be heard and understood. This can be a strength and a weakness. The challenger's skepticism toward small talk and surface-level charm can be refreshing in a world of polished corporate speak. They prefer to dive straight into substantive discussions.
- The strengths that define challengers – passion, truthfulness, determination, and expertise – are double-edged swords.
- Developing active listening skills also helps protect challengers from their tendency to dominate conversations. In this way, timing and context awareness are also crucial for challengers. Save provocative questions or controversial topics for appropriate moments in the interview process.
- Should be appreciated for their unique approach
- Remember that a challenger's skepticism and confrontational style may stem from positive intentions. Often, they're attempts to dig deeper and test the strength of ideas or relationships.
Examiners:
- Imagine walking into a job interview armed with facts, figures, and a meticulously prepared resume, only to be derailed by small talk about the weather
- They bring strengths such as thorough preparation, strong listening skills, and the ability to provide concise, fact-based answers. At the same time, they may struggle to open up and show personality, potentially coming across as aloof or uninterested. To succeed, examiner job seekers must balance their technical prowess with personal connection.
- pay attention to non-verbal cues and subtle expressions of personality, considering how the examiner's precise analytical style might benefit your team
- need a comfortable environment to open up to
Harmonizers:
- Harmonizers view interviews as tryouts for teams they aspire to join. They seek to fit in seamlessly, often mirroring the interviewer's attitudes and interests.
- They're flexible, adaptable, and genuinely interested in understanding others' perspectives. However, this desire to harmonize can lead to challenges. Harmonizers may struggle to highlight their individual achievements, preferring to focus on team contributions.
- harmonizers must learn to strike a balance between their natural inclination to adapt and the need to showcase their uniqueness and value. This involves developing a stronger sense of self and personal boundaries. Harmonizers should practice owning their successes by using I-statements and prepare specific examples of individual contributions they've made. They need to recognize that while teamwork is important, employers also want to understand what makes them stand out.
- Draw out the candidate's thoughts and experiences by speaking less and listening more.
Context:
- What if the reason some clients weren't improving was that they were trying to force themselves into an interview mold that didn't fit their natural tendencies? What if, like learning styles, there were distinct interview styles?
- After months of research and testing, she had created an assessment tool which identified four distinct interview styles – the charmer, challenger, examiner, and harmonize.
Charmer:
- The charmer interview style is characterized by an extroverted approach that prioritizes personal connections and gaining approval. Charmers view interviews as performances.
- Their natural charisma and ability to build rapport quickly can be significant assets, but can also have drawbacks if not balanced properly. Charmers excel at creating a warm, engaging atmosphere during interviews. They can paint vivid pictures of their job experiences. These skills, combined with their perceptiveness and adaptability, enable charmers to read social cues and adjust their approach on the fly.
- Their focus on building rapport may divert them from adequately showcasing their qualifications. In their eagerness to connect, they may overshare or inadvertently dominate the conversation. There's also a risk of coming across as insincere or desperate if their charm feels forced or excessive. Charmers sometimes struggle to balance two things – desire for approval and the need to be authentic.
- Implementing the STAR method – situation, task, action, result – can help structure their responses.
- For those interviewing charmer candidates, it's important to implement structured interviews to ensure applicants are evaluated consistently and systematically. Prepare specific behavioral questions that require detailed responses, beyond generalities. For example, instead of asking, Are you a team player? You might ask, Tell me about a time when you had to work with a difficult team member to complete a project. How did you handle it, and what was the outcome?
Challengers:
- Challengers are often internally focused, remaining true to their convictions regardless of external cues. This unwavering nature stems from a deep-seated need to be heard and understood. This can be a strength and a weakness. The challenger's skepticism toward small talk and surface-level charm can be refreshing in a world of polished corporate speak. They prefer to dive straight into substantive discussions.
- The strengths that define challengers – passion, truthfulness, determination, and expertise – are double-edged swords.
- Developing active listening skills also helps protect challengers from their tendency to dominate conversations. In this way, timing and context awareness are also crucial for challengers. Save provocative questions or controversial topics for appropriate moments in the interview process.
- Should be appreciated for their unique approach
- Remember that a challenger's skepticism and confrontational style may stem from positive intentions. Often, they're attempts to dig deeper and test the strength of ideas or relationships.
Examiners:
- Imagine walking into a job interview armed with facts, figures, and a meticulously prepared resume, only to be derailed by small talk about the weather
- They bring strengths such as thorough preparation, strong listening skills, and the ability to provide concise, fact-based answers. At the same time, they may struggle to open up and show personality, potentially coming across as aloof or uninterested. To succeed, examiner job seekers must balance their technical prowess with personal connection.
- pay attention to non-verbal cues and subtle expressions of personality, considering how the examiner's precise analytical style might benefit your team
- need a comfortable environment to open up to
Harmonizers:
- Harmonizers view interviews as tryouts for teams they aspire to join. They seek to fit in seamlessly, often mirroring the interviewer's attitudes and interests.
- They're flexible, adaptable, and genuinely interested in understanding others' perspectives. However, this desire to harmonize can lead to challenges. Harmonizers may struggle to highlight their individual achievements, preferring to focus on team contributions.
- harmonizers must learn to strike a balance between their natural inclination to adapt and the need to showcase their uniqueness and value. This involves developing a stronger sense of self and personal boundaries. Harmonizers should practice owning their successes by using I-statements and prepare specific examples of individual contributions they've made. They need to recognize that while teamwork is important, employers also want to understand what makes them stand out.
- Draw out the candidate's thoughts and experiences by speaking less and listening more.
August 15, 2024
Essentially the enneagram but specifically for interviews! I thought it was a helpful mindset shift to think about candidates having different interview styles, rather than being blanket “good” or “bad” at interviews. I certainly find myself subconsciously being drawn towards candidates who interview in the same style as your own, which the author helpfully points out and provided tips for how to avoid this trap.
This would be a helpful tool for a job seeker as well (probably even more so). My one critique is that the book focused so heavily on using the strengths of your interview style to get the job that it glosses over the fact that no matter how well you interview, sometimes you just won’t be the best candidate for the position. Good interview skills will not make up for lack of talent so this book is only one piece of the puzzle, but that is never acknowledged. Of course, the purpose of the book is “the science of interviewing”, so I can’t be too upset about the narrow focus.
This would be a helpful tool for a job seeker as well (probably even more so). My one critique is that the book focused so heavily on using the strengths of your interview style to get the job that it glosses over the fact that no matter how well you interview, sometimes you just won’t be the best candidate for the position. Good interview skills will not make up for lack of talent so this book is only one piece of the puzzle, but that is never acknowledged. Of course, the purpose of the book is “the science of interviewing”, so I can’t be too upset about the narrow focus.
October 6, 2024
Summary:
Understanding your unique interview style can transform your approach to interviews, whether you're the candidate or the interviewer. Charmers naturally excel at building rapport but should focus on showcasing concrete qualifications. Challengers bring authenticity and critical thinking but need to develop diplomatic communication skills. Examiners offer precision and thorough preparation but should work on creating personal connections. And harmonizers adapt well to others but need to learn assertiveness and how to stand out. Remember, authenticity balanced with adaptability is key. By recognizing and mastering your interview style, you can leverage your unique strengths, boost your confidence, and increase your chances of landing the perfect job.
Understanding your unique interview style can transform your approach to interviews, whether you're the candidate or the interviewer. Charmers naturally excel at building rapport but should focus on showcasing concrete qualifications. Challengers bring authenticity and critical thinking but need to develop diplomatic communication skills. Examiners offer precision and thorough preparation but should work on creating personal connections. And harmonizers adapt well to others but need to learn assertiveness and how to stand out. Remember, authenticity balanced with adaptability is key. By recognizing and mastering your interview style, you can leverage your unique strengths, boost your confidence, and increase your chances of landing the perfect job.
October 6, 2024
Anna Papalia’s "Interviewology: The New Science of Interviewing" explores how understanding one’s unique interview style can transform both the interview experience and outcome. The book offers a new approach, moving beyond generic advice, and breaks down interview success into four distinct styles: the Charmer, the Challenger, the Examiner, and the Harmonizer. Each style has its strengths and weaknesses, and the key to acing interviews lies in recognizing these tendencies, embracing one’s strengths, and mitigating weaknesses.
Papalia’s journey began during her years in corporate recruiting, but it wasn’t until she was tasked with revamping Temple University’s professional development program that she realized something was missing in the world of interview coaching. Despite helping thousands of students and professionals, she noticed that certain clients continued to struggle, regardless of the guidance they received. A breakthrough came when she considered the concept of interview styles, much like learning styles, and began researching the various ways individuals approach interviews. This led to the creation of an assessment tool that identified four core styles, helping individuals leverage their natural tendencies to succeed in interviews.
The "Charmer" is characterized by their extroverted nature, strong social skills, and an ability to build rapport easily. Charmers see interviews as performances, excelling at engaging with interviewers and creating a warm atmosphere. However, their reliance on charm can sometimes work against them. While they easily connect with others, they may overlook providing solid evidence of their qualifications. Additionally, charmers may inadvertently tell interviewers what they want to hear, rather than being fully authentic. To mitigate these challenges, they can use the STAR (Situation, Task, Action, Result) method to structure responses, ensuring they balance rapport-building with concrete demonstrations of their skills. For hiring managers, it’s important to implement structured interviews and ask behavioral questions to ensure that the charm doesn’t overshadow the candidate’s qualifications.
On the opposite end of the spectrum is the "Challenger", whose interview style is defined by authenticity, directness, and a penchant for intellectual debate. Challengers often approach interviews as opportunities to showcase their critical thinking abilities, frequently asking probing questions that can sometimes feel confrontational. While this can be refreshing in the typically polished corporate environment, it can also come across as inflexible or arrogant if not managed carefully. Challengers need to develop active listening skills, ensure they are not dominating the conversation, and find the right balance between challenging the interviewer and demonstrating humility. For those interviewing challengers, it’s important to recognize that their direct style often stems from a desire to engage meaningfully and test the strength of ideas. A thoughtful response to their probing questions can lead to a deeper, more productive discussion.
Then there are the "Examiners", individuals who focus heavily on facts, figures, and technical qualifications. Examiners are well-prepared and precise, often viewing interviews as tests to be passed or failed. While their strong listening skills and analytical approach make them formidable candidates, they may struggle to open up or show personality, which can come across as aloof or uninterested. To excel in interviews, examiners should work on balancing their technical responses with stories or anecdotes that bring their qualifications to life. Engaging in small talk, while uncomfortable for many examiners, can also help them build rapport with the interviewer. For hiring managers, providing a clear structure to the interview and asking specific, detailed questions about their past work can help examiners feel more comfortable. Encouraging them to discuss problem-solving processes or teamwork experiences allows interviewers to see a fuller picture of the candidate’s abilities.
Finally, the "Harmonizer" interview style is characterized by adaptability and a desire to fit into the team. Harmonizers excel at creating rapport and making others feel at ease, but they can struggle to showcase their own accomplishments. Their tendency to downplay personal achievements in favor of focusing on team efforts makes it difficult for interviewers to gauge their individual value. To succeed, harmonizers need to develop stronger self-confidence and learn to highlight their personal strengths without feeling like they are bragging. They can prepare specific examples where their individual contributions made a difference in team settings, using I-statements to take ownership of their successes. For interviewers, it’s crucial to create a safe, open environment where harmonizers feel comfortable talking about their individual achievements. Asking open-ended questions and giving them space to respond fully can help draw out more information about their personal strengths and contributions.
The crux of "Interviewology" is that success in interviews is not about forcing oneself into a particular mold but understanding one’s natural tendencies and working with them. This approach empowers job candidates to feel more confident and authentic in their interviews, which leads to better outcomes. At the same time, hiring managers gain a better understanding of how to evaluate candidates more fairly and thoroughly, considering each person’s unique style.
Ultimately, "Interviewology" is about embracing individual differences and finding a way to work with them to succeed in the high-stakes world of job interviews. By moving away from one-size-fits-all advice, Papalia’s new science of interviewing offers a fresh, more nuanced path to interview success. Whether you’re preparing for your first job interview or looking to improve your hiring processes, understanding and mastering interview styles can transform your approach to the interview process, helping you to stand out authentically and make a lasting impression.
Papalia’s journey began during her years in corporate recruiting, but it wasn’t until she was tasked with revamping Temple University’s professional development program that she realized something was missing in the world of interview coaching. Despite helping thousands of students and professionals, she noticed that certain clients continued to struggle, regardless of the guidance they received. A breakthrough came when she considered the concept of interview styles, much like learning styles, and began researching the various ways individuals approach interviews. This led to the creation of an assessment tool that identified four core styles, helping individuals leverage their natural tendencies to succeed in interviews.
The "Charmer" is characterized by their extroverted nature, strong social skills, and an ability to build rapport easily. Charmers see interviews as performances, excelling at engaging with interviewers and creating a warm atmosphere. However, their reliance on charm can sometimes work against them. While they easily connect with others, they may overlook providing solid evidence of their qualifications. Additionally, charmers may inadvertently tell interviewers what they want to hear, rather than being fully authentic. To mitigate these challenges, they can use the STAR (Situation, Task, Action, Result) method to structure responses, ensuring they balance rapport-building with concrete demonstrations of their skills. For hiring managers, it’s important to implement structured interviews and ask behavioral questions to ensure that the charm doesn’t overshadow the candidate’s qualifications.
On the opposite end of the spectrum is the "Challenger", whose interview style is defined by authenticity, directness, and a penchant for intellectual debate. Challengers often approach interviews as opportunities to showcase their critical thinking abilities, frequently asking probing questions that can sometimes feel confrontational. While this can be refreshing in the typically polished corporate environment, it can also come across as inflexible or arrogant if not managed carefully. Challengers need to develop active listening skills, ensure they are not dominating the conversation, and find the right balance between challenging the interviewer and demonstrating humility. For those interviewing challengers, it’s important to recognize that their direct style often stems from a desire to engage meaningfully and test the strength of ideas. A thoughtful response to their probing questions can lead to a deeper, more productive discussion.
Then there are the "Examiners", individuals who focus heavily on facts, figures, and technical qualifications. Examiners are well-prepared and precise, often viewing interviews as tests to be passed or failed. While their strong listening skills and analytical approach make them formidable candidates, they may struggle to open up or show personality, which can come across as aloof or uninterested. To excel in interviews, examiners should work on balancing their technical responses with stories or anecdotes that bring their qualifications to life. Engaging in small talk, while uncomfortable for many examiners, can also help them build rapport with the interviewer. For hiring managers, providing a clear structure to the interview and asking specific, detailed questions about their past work can help examiners feel more comfortable. Encouraging them to discuss problem-solving processes or teamwork experiences allows interviewers to see a fuller picture of the candidate’s abilities.
Finally, the "Harmonizer" interview style is characterized by adaptability and a desire to fit into the team. Harmonizers excel at creating rapport and making others feel at ease, but they can struggle to showcase their own accomplishments. Their tendency to downplay personal achievements in favor of focusing on team efforts makes it difficult for interviewers to gauge their individual value. To succeed, harmonizers need to develop stronger self-confidence and learn to highlight their personal strengths without feeling like they are bragging. They can prepare specific examples where their individual contributions made a difference in team settings, using I-statements to take ownership of their successes. For interviewers, it’s crucial to create a safe, open environment where harmonizers feel comfortable talking about their individual achievements. Asking open-ended questions and giving them space to respond fully can help draw out more information about their personal strengths and contributions.
The crux of "Interviewology" is that success in interviews is not about forcing oneself into a particular mold but understanding one’s natural tendencies and working with them. This approach empowers job candidates to feel more confident and authentic in their interviews, which leads to better outcomes. At the same time, hiring managers gain a better understanding of how to evaluate candidates more fairly and thoroughly, considering each person’s unique style.
Ultimately, "Interviewology" is about embracing individual differences and finding a way to work with them to succeed in the high-stakes world of job interviews. By moving away from one-size-fits-all advice, Papalia’s new science of interviewing offers a fresh, more nuanced path to interview success. Whether you’re preparing for your first job interview or looking to improve your hiring processes, understanding and mastering interview styles can transform your approach to the interview process, helping you to stand out authentically and make a lasting impression.
March 30, 2025
Fascinating book about the importance of understanding one’s interviewee/interviewer personality profile. I would recommend it to anyone going through interviews and for personal development. By understanding better one’s own interview profile and the other potential interview profiles, anyone can benefit from this book.
March 24, 2025
Insights from "Interviewology": Mastering the Art of Interviewing
Recently, I delved into Anna Papalia's groundbreaking book "Interviewology", and I'm excited to share the transformative insights that have reshaped my understanding of professional interactions and personal branding.
The Four Interview Personalities: A Paradigm Shift
Papalia introduces a fascinating concept of four distinct interview styles that fundamentally change how we perceive professional conversations:
Charmers: Relationship-focused individuals who prioritize being liked
Challengers: Authenticity-driven professionals who remain true to themselves
Examiners: Detail-oriented individuals striving for precision
Harmonizers: Adaptive personalities who aim to fit seamlessly into environments
Key Takeaways That Resonated Deeply
1. Self-Awareness is Your Greatest Asset
The book powerfully argues that understanding yourself is more crucial than trying to be what others want. Your unique strengths and authentic narrative are your most compelling professional tools.
2. Storytelling with Substance
While being a great storyteller is valuable, Papalia emphasizes the importance of backing narratives with concrete data and measurable results. The STAR method becomes a critical framework for articulating professional experiences.
3. Beyond Interview Performance
The book transcends mere interview techniques, exploring deeper themes of professional identity, self-perception, and personal growth.
Transformative Principles
Active Listening: More than a technique, it's a demonstration of genuine engagement
Purposeful Communication: Every interaction should solve a problem or fulfill a need
Authentic Representation: Your professional persona should reflect your true self, not a fabricated image
Personal Reflection
What struck me most was the insight that jobs are often won by those who interview well, not necessarily the most qualified candidates. This underscores the critical importance of communication skills and self-presentation.
Practical Wisdom for Professional Growth
Invest in developing your strengths
Practice self-awareness
Understand that not every opportunity is the right fit
Prioritize authenticity over people-pleasing
Recommended for...
Job seekers
Professionals looking to enhance communication skills
Hiring managers seeking deeper interview insights
Anyone on a journey of professional self-discovery
Final Thoughts
"Interviewology" is more than a career guide—it's a profound exploration of professional identity. Anna Papalia doesn't just teach interview skills; she empowers readers to understand and articulate their unique professional narrative.
Recently, I delved into Anna Papalia's groundbreaking book "Interviewology", and I'm excited to share the transformative insights that have reshaped my understanding of professional interactions and personal branding.
The Four Interview Personalities: A Paradigm Shift
Papalia introduces a fascinating concept of four distinct interview styles that fundamentally change how we perceive professional conversations:
Charmers: Relationship-focused individuals who prioritize being liked
Challengers: Authenticity-driven professionals who remain true to themselves
Examiners: Detail-oriented individuals striving for precision
Harmonizers: Adaptive personalities who aim to fit seamlessly into environments
Key Takeaways That Resonated Deeply
1. Self-Awareness is Your Greatest Asset
The book powerfully argues that understanding yourself is more crucial than trying to be what others want. Your unique strengths and authentic narrative are your most compelling professional tools.
2. Storytelling with Substance
While being a great storyteller is valuable, Papalia emphasizes the importance of backing narratives with concrete data and measurable results. The STAR method becomes a critical framework for articulating professional experiences.
3. Beyond Interview Performance
The book transcends mere interview techniques, exploring deeper themes of professional identity, self-perception, and personal growth.
Transformative Principles
Active Listening: More than a technique, it's a demonstration of genuine engagement
Purposeful Communication: Every interaction should solve a problem or fulfill a need
Authentic Representation: Your professional persona should reflect your true self, not a fabricated image
Personal Reflection
What struck me most was the insight that jobs are often won by those who interview well, not necessarily the most qualified candidates. This underscores the critical importance of communication skills and self-presentation.
Practical Wisdom for Professional Growth
Invest in developing your strengths
Practice self-awareness
Understand that not every opportunity is the right fit
Prioritize authenticity over people-pleasing
Recommended for...
Job seekers
Professionals looking to enhance communication skills
Hiring managers seeking deeper interview insights
Anyone on a journey of professional self-discovery
Final Thoughts
"Interviewology" is more than a career guide—it's a profound exploration of professional identity. Anna Papalia doesn't just teach interview skills; she empowers readers to understand and articulate their unique professional narrative.
June 20, 2024
An insightful idea but a long book
I really liked the idea. Every bit of self-awareness helps and if there's a framework that we can apply to understand how we behave, that's excellent. There is such an idea here with the framework of representing our behavior along the two dimensions of introversion (or extroversion) and steadfastness (or flexibility). It's a simple idea that could have been easy to understand but the book, strangely, made it harder for me to understand.
There is a sort of hexagon representing the four types of behaviors in an interview setting. I think that the hexagon is needlessly complicated. A 2-dimensional graph with the axes representing introversion and steadfastness would have been much simpler to understand. As things stand, the hexagon kinda implies that I have to remember the four types and their variants along with their position (it matters). Simply translating this to a graph would have made it all that simpler. That is what I was doing in my head while reading anyway.
The graph would have also helped us deduce the behavior for each type easily. Instead, the author explains each type and even though it's useful, it starts to feel repetitive if you're reading the chapters in sequence.
I suppose the book is meant as detailed reading material for someone who's taken the Interviewology assessment. They can just jump to the chapter for their type and skip all the others. They would not find the content repetitive.
Once again, it's a very useful idea but the book could have been half as short. Because of the repetitive nature, it's a quick read anyway.
I really liked the idea. Every bit of self-awareness helps and if there's a framework that we can apply to understand how we behave, that's excellent. There is such an idea here with the framework of representing our behavior along the two dimensions of introversion (or extroversion) and steadfastness (or flexibility). It's a simple idea that could have been easy to understand but the book, strangely, made it harder for me to understand.
There is a sort of hexagon representing the four types of behaviors in an interview setting. I think that the hexagon is needlessly complicated. A 2-dimensional graph with the axes representing introversion and steadfastness would have been much simpler to understand. As things stand, the hexagon kinda implies that I have to remember the four types and their variants along with their position (it matters). Simply translating this to a graph would have made it all that simpler. That is what I was doing in my head while reading anyway.
The graph would have also helped us deduce the behavior for each type easily. Instead, the author explains each type and even though it's useful, it starts to feel repetitive if you're reading the chapters in sequence.
I suppose the book is meant as detailed reading material for someone who's taken the Interviewology assessment. They can just jump to the chapter for their type and skip all the others. They would not find the content repetitive.
Once again, it's a very useful idea but the book could have been half as short. Because of the repetitive nature, it's a quick read anyway.
April 19, 2025
Definitely an example of using a $30-ish book to try to sell a $70-ish test - because if you really want to get the most out of the book, you'll be moved to at least consider taking the test, especially as the author provides a link and never discloses in-book that the test isn't free (or even discounted for book purchasers).
I appreciate the four types, particularly as I relate strongly to one of them, and I was able to have the small amount of self-reflection it takes to realize this (without her $70 test). I gathered several tips useful in interviewing from the material about my type.
Yet, the book lacks a clear audience and a clear purpose beyond trying to sell the test. Close to 50 pages are spent sharing the "science" behind this personality test, and then the remainder of the book is about 50% for interviewees and 50% for hiring managers - making only about 30-40% of the total book useful for either of her presumed target audiences.
Glad I spent nothing on book or test - just a quick read thanks to my local public library.
I appreciate the four types, particularly as I relate strongly to one of them, and I was able to have the small amount of self-reflection it takes to realize this (without her $70 test). I gathered several tips useful in interviewing from the material about my type.
Yet, the book lacks a clear audience and a clear purpose beyond trying to sell the test. Close to 50 pages are spent sharing the "science" behind this personality test, and then the remainder of the book is about 50% for interviewees and 50% for hiring managers - making only about 30-40% of the total book useful for either of her presumed target audiences.
Glad I spent nothing on book or test - just a quick read thanks to my local public library.
March 15, 2024
I got a "Skip The Line" copy of the audiobook. It touts itself as MBTI but for job interviews: "you will do best when you discover and nurture the best version of you". And the first two chapters are all about how some scientific organization attested to the rigor of this approach.
Overall, I find the book repetitive and organized in a way that probably isn't meant to be read sequentially. For example, "how to interview with an Examiner-type hiring manager" is in the same section as "how to interview an Examiner-type job seeker" and "you're an Examiner-type, this is what you need to do"– and any reader is likely to find only one of these relevant at a time. But it did provide an insightful repository of language to understand the biases and rough edges we see in the recruiting process, and actionable insights for each "type" and "situation".
I hope this gets more popular, but I hope Papalia designs the book to be a better learning experience first.
Overall, I find the book repetitive and organized in a way that probably isn't meant to be read sequentially. For example, "how to interview with an Examiner-type hiring manager" is in the same section as "how to interview an Examiner-type job seeker" and "you're an Examiner-type, this is what you need to do"– and any reader is likely to find only one of these relevant at a time. But it did provide an insightful repository of language to understand the biases and rough edges we see in the recruiting process, and actionable insights for each "type" and "situation".
I hope this gets more popular, but I hope Papalia designs the book to be a better learning experience first.
April 12, 2024
3.5 stars, rounded up. ⭐️ I picked this book up because I sit on the admissions committee for a dental school and have been reflecting on the interview process. It’s a decent book and it does a good job of explaining the framework which is developed based on evidence, according to the author. It seems valid and useful. It’s just one framework of many that can be used in interpersonal situations; it reminded me in some ways of the DiSC profile. I like the fact that it’s specific to interviews and seems to be evidence based. Overall good, but probably not life-changing, unless you’re in HR or you do this work on a daily basis. I appreciated the author’s emphasis on implicit bias and building equity and self-awareness in the interview process, on both sides.
September 16, 2024
2.5* Once I read the first several chapters & figured out my type (I didn’t pay to take the 10 minute assessment on the authors website as she instructed in the beginning of the book, eye roll) I just skipped to the chapters on my interview type (examiner), not seeing the point of reading the others. It was all a bit repetitive & didn’t give much advice or tell me much I didn’t know.
Also, half the book was written with job seekers in mind, the other half for hiring managers, so again lots of irrelevant info. Also, she would give tips for hiring managers like if the person is an examiner, leave small talk to the end. But how would the interviewer possibly know the interview style?! lol
This really should be a handbook, not a book.
Also, half the book was written with job seekers in mind, the other half for hiring managers, so again lots of irrelevant info. Also, she would give tips for hiring managers like if the person is an examiner, leave small talk to the end. But how would the interviewer possibly know the interview style?! lol
This really should be a handbook, not a book.
July 13, 2025
Interviewology offers a new perspective on interviewing for both interviewees and interviewers. The author defines four types of interviews: Charmers, who want to be liked; Challengers, who want to be themselves; Examiners, who want to get things right; and Harmonizers who want to adapt. I am probably more of an Examiner, although I am the others as well. My next interview, I will definitely pay more attention to these traits as they each have their strengths and weaknesses. Since most interviewers tend to hire candidates who are the most similar to them, I really hope that they read this book so that they can learn techniques to connect better with candidates who are a bit different.
January 28, 2024
As Stevo’s Novel Ideas, I am a long-time book reviewer, member of the media, an Influencer, and a content provider. I received this book as a review copy from either the author, the publisher or a publicist. I have not been compensated for this recommendation. I have selected it as Stevo's Business Book of the Week for the week of 1/28, as it stands heads above other recently published books on this topic.
February 17, 2024
In a perfect world, all interview candidates would fit nicely into a given box. It doesn't work that way, and I struggled to accept the basic premise of the book that we can identify and label all candidates, and interview them accordingly. It's clear the author has solid experience and there is merit in some of the advice, but the framework felt a little to me like a headline looking for a story.
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July 16, 2024Started off good and really had some insightful tips on interviewing but it felt too geared towards HR and I found myself skipping around. The last straw was when I figured out I needed to purchase the profile test. Really defeats the point of the book when the author explains this to be her "life's work" with the intention of sharing her findings with the world when you put an integral part of the book behind a paywall (since taking the test is crucial for applying the book's principles).
September 25, 2024
Great insights backed by data about four distinct styles of interviewing. As a business leader who assists with hiring, it is important to understand the differences in approaches in a totally undefined and often awkward arena. Most important thing is to know and be comfortable with who you are and what you want on both sides of the interviewing table.
Side note, I have the same types of rare migraines as the author does and appreciated her candidness.
Side note, I have the same types of rare migraines as the author does and appreciated her candidness.
May 10, 2025
It’s basically DISC for interviewing, which is an interesting concept.
The author includes some helpful (and surprisingly poignant) stories, but it is overall perhaps more useful for interviewers or hiring managers than interviewees or job seekers.
If interviewing really stresses you out or you’re getting into it in a big way, it may be a nice refresher, but the time spent interviewing and practicing may be more valuable than the time spent reading.
The author includes some helpful (and surprisingly poignant) stories, but it is overall perhaps more useful for interviewers or hiring managers than interviewees or job seekers.
If interviewing really stresses you out or you’re getting into it in a big way, it may be a nice refresher, but the time spent interviewing and practicing may be more valuable than the time spent reading.
March 5, 2024
It's logically arranged with an identical section for each style. This makes it easy to go back and review any particular style. However, it also makes it rather boring. The author has a valiant effort with the introduction, but overall I didn't find this to be a "page turner" of a book.
Though understandable, it's frustrating that I'd have to pay an additional fee to get a personal assessment.
Though understandable, it's frustrating that I'd have to pay an additional fee to get a personal assessment.
October 7, 2024
This was a very informative capsule in a blink for me.
Anna shares the different interviewing styles From Charmer, Challenger, Harmoniser, and Examiner while also noting that understanding your styles helps you leverage your strengths during an interview depending on what side of the table you are sitting on.
Anna shares the different interviewing styles From Charmer, Challenger, Harmoniser, and Examiner while also noting that understanding your styles helps you leverage your strengths during an interview depending on what side of the table you are sitting on.
October 24, 2024
I picked this up thinking it would be applicable to narrative interviewing. It's not. It's firmly in HR/application process interviewing. Not quite what I was looking for, but still interesting enough that I skimmed. The overviews of the four types and their intersections were helpful. I don't interview much, but might pick it up to review the sections for hiring managers the next time I do.
July 30, 2024
This was eye-opening for me. I took the test and the results resonated with me. She provided excellent feedback and coaching tips. It was insightful to me both as a candidate and an interviewer.
There is a 50% coupon to take the test if you buy the book.
There is a 50% coupon to take the test if you buy the book.
October 5, 2025
Excellent insights to people and personality types. Amazing for interview prep, but also good for just understanding all the people in your life - think figuring out your bosses & co-workers! Interesting writing style with good story examples.
Read it twice & audio-booked it once!
Read it twice & audio-booked it once!
March 31, 2024
It's a good book, but it doesn't include the assessment to determine the interviewing style, so I'm unsure how helpful it is to read it based on my assumption.
May 9, 2024
A little whiney, but not horrible. How many ways can you interview or be interviewed? But none of this seemed compelling, especially for the promise of life changing.
October 6, 2024
"Captain's obvious book." Boring and always the approach to cathegorize, divide, explain, etc. There is no space to uniqueness orhybridiation of thoughts.
May 20, 2025
Not groundbreaking but interesting perspective on systemic thinking around interviews
September 25, 2025
Fascinating
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