Turn an Interview Into a Two-Way Conversation Using Labeling Techniques
Inspired by Never Split the Difference by Chris Voss
Part 9 of 10 | Published by Open to Work Now
Most job seekers think of interviews as a test.
Answer the questions. Stay polished. Don’t mess up.
But what if the real key to standing out isn’t about having the best answers—
It’s about asking the right questions. And more importantly, knowing when to pause and say something simple like:
“It sounds like this role comes with a lot of pressure.”
“It seems like team alignment has been a challenge lately.”
“It looks like this position touches multiple departments: is that right?”
These aren’t guesses. They’re labeling techniques, and they can completely change the dynamic of your interviews.
What Is Labeling?
Labeling is one of the most powerful negotiation tactics Chris Voss teaches. It’s the practice of naming the emotion or observation you believe the other person is feeling.
Not assuming.
Not diagnosing.
Just reflecting.
In an interview, labeling shifts the conversation from interrogation to collaboration.
And when done well, it shows emotional intelligence, active listening, and confidence.
Why Labeling Works in Interviews
Most interviewers are juggling a dozen things. They’re listening; but not always deeply. They’re trying to assess skills, but also culture fit. They might be distracted, overwhelmed, or unsure themselves.
Labeling helps because it:
✅ Acknowledges what’s not being said
✅ Makes you stand out as self-aware and observant
✅ Gives you insight into their pain points; so you can solve them
Labeling Examples in a Job Interview
Let’s walk through some scenarios.
🎯 Scenario 1: You sense hesitation in their tone
“It sounds like there might be some uncertainty about how this role will evolve over time: am I picking up on that right?”
This opens the door for clarity without confrontation.
🎯 Scenario 2: You hear about a challenge they’re facing
“It seems like team communication has been a sticking point recently.”
Now you're not just a candidate: you’re a potential partner in the solution.
🎯 Scenario 3: You want to understand the culture
“It sounds like the team’s been through a lot of change lately. How has that impacted morale or collaboration?”
You’ve acknowledged the reality: and invited a human response.
Labeling vs. Guessing
⚠️ Caution: Labeling isn’t about assuming you know everything.
The key is tone: you’re observing, not accusing.
Wrong tone:
“So it’s obvious people here are burned out.”
Right tone:
“It seems like burnout may have been a concern in the past. Has that shifted?”
You're giving them the chance to correct or expand.
Why This Is a Game-Changer for Job Seekers
When you're unemployed, it's easy to walk into an interview feeling like you have to prove your worth.
Labeling flips that script.
It turns the interview into a two-way conversation. One where you're not just selling yourself; you're listening, adapting, and uncovering real alignment.
And guess what? Hiring managers notice.
They remember the candidate who:
Made them feel heard
Asked emotionally intelligent questions
Didn’t just want a job; wanted the right one
A Script You Can Steal
Try this in your next interview:
“It seems like this role requires someone who can lead through ambiguity while still keeping people grounded in structure. Is that something you’re prioritizing in this hire?”
That one line communicates:
✅ You’ve been listening
✅ You understand the nuance
✅ You’re already stepping into the mindset of the role
Why This Matters for You
At Open to Work Now, we believe that job seekers shouldn’t feel like they’re under a microscope.
You’re not auditioning: you’re aligning.
You’re not begging: you’re evaluating.
And labeling is a tool that helps you own your space in the conversation.
Because the best interviews aren’t Q&A sessions.
They’re connections: rooted in curiosity, courage, and clarity.
📚 Want to dive deeper into these strategies?
You can purchase Never Split the Difference by Chris Voss through our Amazon Storefront.
Your support helps keep all OTWN resources 100% free for job seekers—always.
Next Up:
Part 10 – How to Use “Accusation Audits” Before Hard Conversations
In our final post, we’ll show you how to name your fears before someone else does; and how that simple shift can neutralize tension, build trust, and lead to better outcomes.
