In Made to Stick, Chip and Dan Health tell us that memorable stories, stories that stick, are simple, unexpected, concrete, credible, and emotional. The Heath brothers may not have consciously applied that perspective to the art of interviewing, but its well worth the effort.

An interview that works is memorable. It is complexity simplified; a conversation between equals that is grounded by unexpected clarity and purpose. It’s concrete; the speaker succinctly describing a learning experience in definable, quantifiable ways.

Simply told stories from experience evoke emotion, combine credibility with integrity and tell the truth about making a difference. They are straightforward, easily understood and easily remembered.

The employers’ predictable question, “Tell me about yourself”, invites the applicant to tell a story. Employers want to know what it is about you, what you do and how you do it, that can add value to what they need and why they need it. They want to know how you think and what motivates you to behave as you do. Your values are the underpinning of your actions and drive your behavior. Your behavior is the structure of your story. Have the courage, the insight, and the self- awareness to tell it.

As a career coach I’ve worked with people who want to find jobs, leave jobs, keep jobs, and change jobs. Those who find their way with the fewest energy draining detours are those who are open to possibility: possibility that there is more instead of less, that mistakes are opportunities to learn; that learning opportunities can be painful but the pain is time limited and the wisdom that’s accrued is worth the effort it takes to get there.

Those who succeed in what they do are satisfied with who they are yet want to be more than they have been. They are, among other things, curious. They ask themselves and others, “why?” Not just to challenge assumptions but to explore their world and expand their minds; to find answers, discover problems, and find answers to solve them. They want to learn because they know that it is there, attainable, and they want to understand it, learn from it, and grow from it.

Those who struggle, consistently struggle in their careers see life as a series of contests to be lost, closed doors and shuttered opportunities. Their world is limited by their view of it; rules, regulations, and policies that define not what they can, but what they cannot, dare not, do. They have adopted a scarcity mentality and communicate its negative philosophy at work, at home, and in the interviewer’s office. Their story is one of endings with no beginnings; a story the interviewer would rather forget than remember.

Interviewers don’t want to hear stories of can’t, won’t, don’t, he did it to me and she made me do it. They don’t want testimony from the helpless and hopeless. They don’t want to hire followers unless they’re willing to learn how to manage and lead others.

They want to know that potential employees trust and are trustworthy. That potential employees believe development is what enables and empowers others to achieve, that it benefits those with whom they work, who work for them, the customers they serve and the employer who invests in each employee with each pay- check and each opportunity.

They want you to tell them your story, your way, so they can remember it and tell others that you’re the one who can make a difference because you can, because you want to, because you’ve done it before and you want to do it again. For them.