So next chapter, how to best work with your interviewer. And this is to a certain extent also about communication skills. Because now we have reached this very important chapter where we actually start talking about how to act within an interview. Before we have talked about how to prepare for one. And before we get into this, I want to show you some scientific research results I found. There's a study published 2011 that analyzes decisions of Israeli parole boards. And the data shows that granting of parole was about 65% at the beginning of a session and actually would drop to nearly zero before meal breaks. This phenomenon is actually known as the hungry judge effect and these findings imply that tired people are more likely to avoid proud decisions. This effect can also be measured. Well, this effect can actually be measured till they have rested and once they are recovered, actually it is back to the 65%. So the question is, what can we draw from this study for our interview preparation? Should we bring this study for our interview preparation? Should we bring a sandwich for the interviewer? Maybe a good idea, but that's actually not what I wanted to get to. There's something more interesting to learn from this study. It's actually that your interviewer is the most influential person on your interview success. most influential person on your interview success. And that means you can actually have done a fantastic job preparing. You can have delivered an outstanding interview performance. But if your interviewer has a bad day, you might still want pass. And no matter your interviewer's mood, somehow you need to work with him or her. não importa o mood do seu entrevistado, de alguma forma você precisa trabalhar com ele ou ela e é isso que eu quero falar, na verdade, perguntar a você sobre como você descobriria como melhor trabalhar com seu entrevistado novamente, seria bom se você pudesse deixar sua opinião no chat. Vamos ver se tem pessoas postando no chat e no Lido também. Mas eu acho que o ponto é tentar ser confortável e, ao mesmo tempo, fazer ele ou ela confortável também. Eu não sei como, porque eu acho que é uma espécie de experiência que você tem com as well. I don't know how because I think it's a kind of the experience that you have with people sometimes make it easy, but I don't know if there's a technique. Maybe you should listen to my talk then. Someone was just posting feeling copying the behavior. This one is actually a good one to act a little bit similar because actually there's also research on that you're being more perceived more friendly or more welcoming if you're like similar to your opposite like your person you're working with yeah and keep the interviewer engaged that's also very interesting be honest yes I mentioned that before I agree that's very important they are trained to find you trying to hide things yeah expectation level of support oh we're getting very close to what I'm going to share that's amazing okay the expectations. Yep, yep. That's very cool. Yeah, let's move on and I'm going to share what I came up with. My take on this is the following. First of all, especially for small and mid-sized companies, it's very much possible to find out who your interviewer is beforehand. Once the recruiter or the HR person drops the name, you can actually research the professional background of the person you're going to engage with. And this gives you actually a great advantage because front-end engineer might going to ask different questions in the design discussions compared to a backend engineer. I actually have a personal story on that because when I interviewed with Microsoft, I actually found out who my interviewer would be and it turned out it was a Linux kernel engineer. I got really frightened and took the opportunity that i knew what was to be expected and prepared accordingly this is why i passed in the end um but no matter if you actually can find out anything before the interview about the person you're going to work with you can actually do the same thing once you enter the interview and this means uh you can obviously ask for name and role of this person in the initial five minutes of the interview. And this still gives you an advantage. It's always well perceived. You're not thanking your interviewer after the session personally, remembering his or her name, always a good thing. But also based on the background, you can tweak your answers accordingly and explore what this person likes or is more interested in. The last bullet here on my slide is the type of interviewer. And let me explain what I mean by that. Let's assume there would be just two types of interviewers warm interviewers would enjoy collaborating they would like to check in with you and they would ask clarifying questions themselves sometimes and on the other hand side there would be cold interviewers which behave very differently and this type would want you to work through the interview mostly on your own. And they might seem like they don't even actually want to be in the interview. They might even withdraw after you try to engage by asking questions or think out loud. Small disclaimer here, of course, people are more multidimensional than this. multi-dimensional than this, but nevertheless, actually, it helps you, like the simplified model helps you to think about how you should adjust your approach according to the interviewer you get. Most pressing question now is how to handle the different types, right? So let's check this out. Warm interviewers would probably really like to engage and be engaged and you can treat them more or less like colleagues you work with on a project. It's important to keep in mind that you are in the leading role though, so that means you should follow through with your six-step approach, but be very sure you keep them in the loop and ask qualified questions, which actually helps you progress with the design. When you identify your interviewer as acting cold, you need to adapt your approach significantly. Why? Cold interviewers are more likely to let you screw yourself into rejection, especially when you expect them to engage with you and they simply refuse. Basically, because of lack of positive confirmation, many candidates actually become more cautious and this can actually slow you down and then potentially you fail to finish your six steps in time because you were always waiting for them to be this positive, friendly interviewer. So what can we do about this here? First of all, you can and probably should do less thinking out loud. Cold interviews, viewers might like it better that you just state your thoughts once you actually know what you want to say. Why is that? Because well-worded statements, it's just easier to take off and it doesn't require any engagement from their end. And that's basically wrapping up the communication portion here.