When you find out you "have failed" a job interview, I hope you call up and ask for helpful feedback. Often you are told "somebody else was a better fit for the team."
At that point it's too late to ask for an accurate description of their "best fit," but in the future you will have several opportunities to put a potential employer's feet to the fire with such a question.
Before the interview. As part of your company research, boldly phone or email the interview liaison and ask something like this: "Hello, I have read your job requirements thoroughly and I want to complete my interview prep. Kindly tell me a little more about the ideal team member that you are trying to hire. How would you describe a "best fit" for your team? Thank you."
Not every liaison will respond, but those who do choose to help can boost your chances by a mile. Knowing the "best fit" in advance truly is a secret weapon. If they are seeking Gold, they may lace the response with words dealing with dependability, responsibility, timeliness, honoring company values, being respectful of the organization. For a Green, they can care most about education, proven creativity, inventiveness, tolerance for high complexity and large projects. To hire a Blue, they will mention people skills, diplomacy, conflict management, team cohesion, friendliness, or excellent customer relations. For an Orange, they should want high-energy, proven skills, action orientation, thinking on one's feet, and perhaps quick problem-solving.
Once you ballpark their "best fit," make some choices. If they want Gold, for example, and you know you would never be happy playing a Gold role for a long time, then it's an easy choice to look elsewhere. On the other hand, if you feel you have what it takes for the job and that you can comfortably adapt, then use this secret weapon. For this latter case, prepare your interview remarks to appeal to their "best fit." And by the way - this strategy is not about changing who you are; it's really about behaving in a way that people will listen to you instead of being distracted by a personality that can seem alien to their ideal picture of their new hire.
During the interview. As an interviewer, I have admired interviewees who stand up for themselves from the minute they sit down. Right after they say "good morning," I've seen them assert themselves right away with something like, "Before we get started, would you mind if I asked an important question?" And the questions have been many types, but sometimes we've gotten the "best fit" question. Believe me, it's very difficult for an interview team to refuse an answer. And it gets BETTER! The person answering the "best fit" question is likely the principal decision maker - something you may not have found out otherwise.
If you don't ask at the beginning, there is usually one more chance. It's at the end where interviewers tend to give you a chance to ask them anything you want.
In sum, knowing what you have learned from Colors, you can design all your communication to appeal to the audience you are targeting - and get more of what you want in life. Those of you who attended my workshops have a book in hand. Look in the Table of Contents for those headings called "How to relate to...", and start practicing - if you haven't already.
