Why Interviewers Hire Pastors: How to Stand Out in Corporate Job Interviews (Part 2)

♟️ STRATEGY SHIFT: How to navigate the interview process coming from ministry.

So what about the interviews themselves?

If you can walk into interviews with that mindset, you’re more likely to win in the interviews. But you also need to know practically what to expect. 

So here are the different types of interviews you will encounter in almost every job search process:

1. ATS and Resume Review

2. Phone Screen

3. Who Interview

4. Focused Interview

5. Final Interview

Let’s go through each.

ATS and Resume Review

The application, when your resume is reviewed, is opportunity number 1. You will need to go through this step to get the first interview when you are talking to an actual human (phone screen)...

Or do you?

Yes, actually, you can bypass the ATS to get more interviews without having to cold apply for jobs and bank on your ministry resume + ChatGPT working.

ATS stands for Applicant Tracking System. There’s a lot of mumbo jumbo about ATS systems, auto-rejections and AI out there, so I wrote a newsletter to clear it all up that you can read here: When AI Rejects Your Resume: How To Beat Auto-Rejections and Get More Interviews as a Former Pastor.

This is actually what we do all day, every day in the Interview Accelerator. Our clients average over 35% interview rate - some closer to 50%! (1 interview for every 2 or 3 applications submitted)

The Phone Screen

This is a short call (usually 20–30 minutes) to check if you’re a potential “A player” (we covered what “A Player” means in last week’s newsletter). The interviewer, who could be a recruiter, someone in talent acquisition, or the hiring manager, wants to know 

1. Is your resume real?

2. Do you understand the role?

3. If your career aspirations align? 

This is about filtering out candidates who aren’t a good fit before involving the hiring manager.

How I’d prepare:

• Prepare a clear, concise “throughline story” that connects your past, present, and future to the role you’re applying for.

• Research the company and role deeply. Know more than every other candidate.

• Be ready to answer questions about your experience, why you’re interested, and how your goals align with the job.

• Practice being engaging and personable. This is about showing you’re someone they’d want to work with every day!

The Who Interview

A deeper dive into your job history and how it aligns with the position and organization. They’re looking for patterns of success and want to see if you’re likable and if your experience matches what they need. This is where you start building trust and likability. Most likely with the hiring manager.

How I’d prepare:

• Be ready to walk through your career history, focusing on highs, lows, wins, and losses.

• Use the G-STAR framework (Goal, Stakes, Task, Action, Result) to structure your stories and show how your experience matches what they’re looking for.

• Frame reasons for leaving previous jobs positively. Focus on growth, alignment, and opportunity, not complaints or blame.

• Keep answers concise and offer to elaborate if they want more details.

The Focused Interview

Often with a panel or one to two higher-ups. This stage digs deep into your competencies and outcomes. They’re looking for proof that you’re not just capable, but a top 10% performer for the role. Expect fewer questions but more follow-ups and specifics. They’re also beginning to evaluate culture fit more deeply.

How I’d prepare:

• Study the job description and the scorecard (the rubric interviewers use to rate candidates). 

• Prepare specific stories that demonstrate the competencies and outcomes they care about.

• Expect follow-up questions and be ready to go deep on your examples.

• If it’s a panel, be prepared for unexpected or off-the-wall questions.

The Final Interview

At this stage, everyone is qualified. This might be with the hiring manager again or with that person’s boss. The focus is on finding the best fit for the team and the specific problem they need solved. Sometimes, the offer goes to the person with the most relevant experience, but you can still stand out by demonstrating strong core competencies and the ability to learn quickly.

How I’d prepare:

• At this point, everyone can do the job. Focus on demonstrating your unique strengths, especially if you don’t have the most experience.

• Highlight core competencies: efficiency, integrity, planning, organization, follow-through, proactiveness, and adaptability.

• Use metrics and stories to show you consistently exceed goals and learn quickly.

• Be confident, but also show you’re a great fit for the team and culture.