When people look to change jobs, often it’s staying in a similar role but changing the company. What if you’re looking to change industries entirely?  Someone asked me to do a mock interview with them, and here’s some of the questions to be prepared for….1. Address the elephant in the room:  “Why are you looking to make the change?” It’s useful to explain your thought process…e.g. you do a lot of work with technology companies regarding re-engineering projects, and you’re interested in working on the solutions side given that you have the perspective of the customer.  Give a concrete example of where it worked well, or even better, where it needed improvement and how you provided value.  People want to make sure your move is based on logic, not chasing the newest shiny sexy thing.  The more connections you can draw between your past experience and how it would help you in the new opportunity the better.  You’re arming the interviewer if they get asked “Really? Why is he/she looking to leave?”

2. Give them a taste of what they would get from hiring you. Pretend you’re at the new firm. What problems would you want to tackle, and how would you do that?  For instance, if training is a big issue post implementation, be prepared to talk about ways you’d suggest providing training….maybe in person classes don’t work, but desk drop “most frequently asked questions” would. Your value is providing a different point of view: not of product owner, but of the client which is valuable and rare.

3. Showcase how your different background is an asset. For instance, you might be the internal client they can talk to unfiltered. Everyone wants to have a frank talk with the client about what they need and what’s not working, but it’s easier said than done. Everyone wants better metrics, but don’t necessarily know how to best create them. Be prepared to give examples of the customer needs which might go against their previous assumptions…this will show them the benefit of having a diverse point of view.

4. Demonstrate your ability to acclimate. It’s always easier to hire someone who’s “done it before somewhere else”….but even then, the big question will always be about fit. Talk about situations when you’ve made moves and had to either persuade an organization to change or build credibility and how you did it. They want to know if they do hire you, it’s not an “organ rejection” situation.

5. Lastly, be prepared to handle the compensation question.  You may be moving to an industry where the compensation structure is very different than what you’re used to….e.g your base is high, your bonus is a percentage of your base. Your new industry might emphasize stock options, or future IPO or sale.  Be prepared to ask questions and think about what you want…are you willing to take less for a longer term bet? Is it important that it be at least what you’re making now? Same goes for title, vacations…anything important to you.

At the end of the day, people are seeking talent. Industry experience is a plus, but legacy knowledge is usually plentiful at a firm….what they lack can be the ability to be innovative effectively and efficiently.  There is often a lot of guessing. Managers recognize that hiring the status quo often means you stay at the status quo. A fresh perspective of someone smart and personable who understands the client and has relevant, applicable experience? Yes please.