Thermoforming Report

by Keith Brown, President & Owner, Siena Group

Welcome back to class! In Part 1 of The Best Kept Secrets in Interviewing, we covered the foundational skills every candidate needs to master: preparation, storytelling, setup, delivery, and thoughtful questions. If that was Interviewing 101–202, consider this your next-level curriculum. Part 2 dives into the advanced techniques – the subtle strategies, powerful positioning, and offer-closing tactics that separate good candidates from truly outstanding ones. If you’re ready to go beyond the basics and stand out in today’s competitive hiring landscape, take your seat. Class is back in session!

Interviewing 301

SECRET #5: Shift Your Perspective – Think Like the Hiring Manager!

You’ve now passed your freshman and sophomore classes. It’s time for the junior and senior level courses. Just like in school, you should be pretty comfortable at this stage. You’ve learned, you’ve been coached, and you’ve earned a passing grade – so your confidence should be high. 

That means you should relax! Not in a casual or careless way, but with composure and ownership. After all, you’ve earned the right to be here, and your track record brought you to the table. So… be excited. Be energetic. Be positive. Smile. Be engaging. A bit of nerves is to be expected, but don’t let it override your preparation –because this is your moment to deliver!

Remember, the point of an interview is not just to talk about your past – it’s to paint a picture of how you’ll solve problems for the hiring team. The hiring manager’s job is to assess your skills, work to understand how you align with the need, and try to ascertain how well you would fit into the culture of the company and the team. An interview is ultimately about what you can do for them and not the other way around! Yes, you are interviewing them as well, but your interview approach should always be on how you can deliver results against the key challenges of the role.

This is where the next-level mindset kicks in: Think Like a Hiring Manager. Put yourself in their shoes. What are they really trying to uncover with each question? What pain points are they likely trying to solve? What risks are they trying to minimize?

By reframing the conversation from their perspective, your ability to perform and effectively communicate as the interviewee improves dramatically. You’ll naturally elevate your answers. You’ll be more relevant, more focused, and more strategic. This is what turns an interview into a business discussion – and what helps you stand out as someone who “gets it”.

The ability to think on your feet – and like the hiring manager – is a skill in and of itself. It starts with all the previous ‘secrets’ we’ve already discussed, especially being prepared and comfortable with all your own material. It effectively enables you to listen with purpose and flex based on your interpretation of the business needs hidden in the questions… leading to our next secret below.

Interviewing 302

SECRET #6: Treat Every Question Like a Clue – and Respond with Curiosity!

At this level, you’re not just answering questions – you’re interpreting them.

By now, your ‘hero stories’ are ready. You’ve practiced them and refined them, making sure to highlight key successes in our career. So, when the interviewer asks, “Tell me about a time you dealt with a difficult employee/colleague/vendor/boss,” you’re not caught off guard. You’ve got an example that fits.

But, here’s the next-level move: go deeper.

Recognize that the question itself is a clue… targeted and aligned with a need or challenge in the open role. It likely reveals something about the role’s real-world challenges. So, instead of just answering and moving on, follow up with a question of your own – one that shows insight and curiosity.

For example, “That situation actually mirrors a project I led with a tough vendor relationship. I’m curious – does this team work with a lot of external partners, or was there a specific challenge behind that question?”

Now, you’ve done three things at once:

1. Answered with a relevant story.
2. Read between the lines to uncover the business context.
3. Shifted the conversation into a thoughtful back-and-forth.

This technique transforms your interview from a Q&A session into a strategic dialogue. It shows that you’re not only qualified – you’re curious, engaged, and already thinking like a team member!

Final Exam: Interviewing 401

SECRET #7: Own the Close – Finish with Impact!

This is the graduate-level moment – where great candidates can truly stand apart.

Too many people coast through the final few minutes of an interview. They say, “Thanks for your time”, maybe ask a safe question, and leave the rest up to fate.

Not you.

You’re here to close strong.

Also, don’t forget to be excited! Treat this role like it’s the best job on the planet. Your energy is contagious – and hiring managers remember candidates who show genuine enthusiasm. You’re not locked in; you don’t have to accept the offer. But you can only accept it if they extend it – so make sure they feel how much you want it!

Wrap up the interview with a clear, confident summary of how you align with the role, and why you’re excited about it. Think of it like your final thesis statement:

“After learning more about the role and the challenges your team is facing, I feel even more confident that my experience with [X] and [Y] is a strong match. I’m energized by the opportunity to contribute, and I’d love to be a part of the team.”

Simple. Direct. Impactful. And it makes you memorable.

Fundamentally, you want to close well in most anything – but especially in the onsite interview. This is often the last step before a decision is made, so your goal is to leave them with a strong, positive impression that nudges them toward offering you the role.

At this point, there usually aren’t any mystery “next steps” – it’s a yes or a no. Maybe another candidate is visiting, maybe they need to huddle internally. Either way, asking, “What are the next steps?” is unnecessary. You already know the answer. So, skip the obvious, and make your final moments count.

Here’s how: Wrap up each individual conversation with intention. Ask a direct question to gauge their impression of you. Questions like, “How well do you think I align with the culture here?” or “Is there anything I’ve said—or haven’t said—that gives you pause about my fit for this team?”.

These questions aren’t pushy – they’re proactive. You’re inviting clarity and showing emotional intelligence. You’re giving them a chance to voice concerns, and you’re giving yourself one final opportunity to address – and impress – them.

Then, as you prepare to leave the site, restate your interest clearly and confidently: “I’m really excited about this opportunity. Is there anything I didn’t cover that you’d like to know more about? Or anything I could clarify to reinforce that I’m the best fit for this role?”

If you’ve already asked this of someone – like the Hiring Manager – have a variation ready. The key is to leave each person with confidence in your fit, clarity about your interest, and no lingering questions about your ability to deliver.

Class Dismissed!

The interview process can be intimidating, but it’s also an opportunity – one that can change your career trajectory. Mastering the fundamentals is only the beginning. When you layer in advanced strategy, thoughtful positioning, and a mindset of service, you become more than a candidate. You become a solution.

Now you know the secrets. Time to go ace the test.

Ready for Extra Credit?

With both parts of The Best Kept Secrets in Interviewing under your belt, you now have the tools to approach interviews with clarity, confidence, and a competitive edge. From mastering the fundamentals to deploying advanced strategies, you’ve leveled up. Remember: interviewing is a skill – and like any skill, it sharpens with practice. Revisit these lessons, apply them intentionally, and watch how your next interview transforms.

Have a big interview coming up? Let us know how we can help you prepare.

After all, class may be dismissed – but your career is just getting started!

At Siena Group, we are your Thermoforming Talent Partner! We’re here to help in any and every way possible! With more than 30 years of experience in manufacturing, hiring & recruiting talent, we bring a greater understanding of the companies we partner with and the candidates we pursue. Let’s Strengthen Your Search!