Insights from an Interview with David Richter
Certified Career Coach & Interview Strategist
Prepared by Relevante
Introduction
Most candidates prepare to prove themselves. The best candidates prepare to connect.
According to career strategist David Richter, interviews are emotional experiences first and informational experiences second. Interviewers form impressions within minutes, assessing whether a candidate feels:
- Easy to talk to
- Engaged and curious
- Emotionally aware
- Someone they would want on their team
As Richter notes:
“Skill gets you in the room. How you make them feel gets you the offer.”
Likability is not charisma. It is the ability to make the interviewer feel comfortable, understood, and eager to continue the conversation.
Key Principles of Likability
- Build rapport within the first 60 seconds
- Shift your mindset from performing to connecting
- Stay curious instead of memorized
- Maintain warm, steady energy
Likability emerges through presence, emotional intelligence, and genuine engagement, not practiced scripts.
How to Manage the Interviewer
Strong candidates treat interviews as conversations, not interrogations.
Core strategies:
- Approach the meeting as a two-way dialogue
- Match the interviewer’s tone, pacing, and energy
- Ask questions early, not only at the end
- Observe cues in body language and voice
High-Value Questions
- “What qualities help someone excel here?”
- “How is success measured in the first six months?”
These questions signal confidence and help reveal the role’s true priorities.
Interleaving Questions Naturally
A simple bridging line:
“That is interesting, how does that play out day to day?”
This disrupts scripted exchanges and creates real conversational flow.
Great candidates guide the interview subtly. They do not dominate. They create a natural rhythm.
Alignment Skills: Mirroring, Voice & Communication Cues
Mirroring (Done Right)
- Lightly mirror posture
- Match pacing and tone
- Use similar phrasing, such as visual or auditory cues
Richter emphasizes:
“Mirroring is alignment, not mimicry.”
The Voice Triangle
Adjust these elements to meet the interviewer’s rhythm:
- Speed
- Volume
- Pitch
A balanced voice conveys confidence and approachability.
Reading Signals in Real Time
Positive indicators: nodding, leaning forward, warmer tone
→ Stay on the current track.
Disengagement indicators: short answers, folded arms, low energy
→ Pause, adjust pacing, and ask a question to re-engage.
Likability emerges from micro-adjustments, the small behaviors that make conversations feel effortless.
Storytelling, Emotional Intelligence & Tough Situations
The 60-30-10 Framework
- 60 percent listen
- 30 percent reflect
- 10 percent add insight
This helps avoid rambling and demonstrates disciplined communication.
Three-Part Answer Structure
- Context
- Action
- Outcome and reflection
Short, relevant stories outperform long monologues.
Recovering When You Lose the Interviewer
Use the reset phrase:
“I may have gone too deep. What is your priority here?”
This shows self-awareness and collaboration.
Respectful Disagreement
Use “how,” not “why”:
“That is a great point. I approach it slightly differently. Here is how…”
This keeps the dialogue thoughtful rather than defensive.
Virtual & Panel Interview Awareness
Virtual Interviews
- Keep the camera at eye level
- Slow the pace slightly
- Use calm, contained gestures
Panel Interviews
- Rotate eye contact
- Acknowledge multiple perspectives
- Use concise, structured responses
Closing the Interview
End with clarity and warmth:
“I loved this conversation and feel excited about contributing. What are the next steps?”
Follow-Up (Within 24 Hours)
A micro-ask keeps rapport alive:
“Our discussion on [topic] stuck with me. I would love to share a few ideas if you are open.”
Conclusion
As David Richter summarizes:
“The interview is not about being perfect. It is about being human.”
Likability is not a soft skill. It is a strategic advantage. It transforms capable candidates into memorable ones, and often, into hired ones.
