The amount of resources guiding the best ways to prepare for your job interview is almost immeasurable. In one, quick Web search, you have a multitude of articles at your fingertips showing you the way. In addition to the overlap of information from various sources, there is also plenty of outlier advice. And, it all adds up to a lot for you to decipher when preparing for your interview.

But, what does the decision to hire really boil down to? Jeremy Schifeling offers his opinion in his article, “The 2 Traits All Hiring Managers Look for During Interviews (Without Even Realizing It).” He summarizes the ultimate decision to hire into two factors: How people evaluate each other, and how to be the one chosen.

Schifeling first focuses on a reflection about why, in general, people gravitate toward and develop relationships with some but not others. He references a psychological theory by Susan Fiske called the stereotype content model that describes the relevance of the perceived warmth and competence of a person when pursuing and developing relationships. Translated into an interview setting, and it can be deduced that a hiring manager is going to gravitate toward someone who is both competent and warm.

What this means for a candidate is that competency, which defines how good someone is at what s/he does, is not the only important factor. The candidate’s warmth, or, how likeable the person is, is also a factor. Consider how much of each aspect your presentation communicates. Make sure there is a healthy mix of both. Keep in mind that, regardless of their titles, the people interviewing you are human beings who are very aware of how much your relationship will be a part of their everyday existence at the office.

So, in your preparations, picture the interview setting. Practice communicating competence. This should be a little easier to self-evaluate than the warmth factor as competence can be delivered in measurable ways. When answering questions and conveying scenarios, bolster this area by including some of the following details:

• Specific identification of a problem and/or solution

• Unambiguous connections between the problem and your response to it

• Measurable, clear results and outcomes

Once comfortable relating your competence, evaluate your presentation on a more personal level. Conveying warmth sounds tricky particularly for those who are less comfortable talking with strangers or who are simply more reserved in general. But, warmth does not mean being zealous and eager to talk to anyone. Warmth comes from both delivery and language. Convey your level of warmth, which is established by relating to others, by giving some attention to the following:

• Use specific details about how problems affected others. This shows you are aware of and understand the human aspect involved in work-related issues.

• Include how others contributed to the success of a project or solution. Giving credit to others demonstrates your ability to see beyond your own importance and that you value others.

• Convey what you felt about a problem or project. Showing your humanness by articulating excitement, nervousness or concern resonates with those with whom you want to work and makes you relatable.

• Communicate how you support and encourage others. Whether you like to implement a recognition or reward system, or if you are one to speak to the success of the team in a large setting, make clear how you show you value those with whom you work. This will inspire those considering bringing you aboard their team.

Regardless of your level of interpersonal comfort, be your most authentic self while interviewing. Do not try to fake enthusiasm in an attempt to gain “warm points.” But, do consider how you present, and decide what you can do to position yourself in the best light.

There really are a lot of details that need attention during a job search, and they can feel overwhelming. In the end, it’s important to be yourself both professionally and personally. To that end, use the combination of warmth and competence to anchor your message, and you will set yourself up for a great reception to your candidacy!

Schifeling, Jeremy. “The 2 Traits All Hiring Managers Look for During Interviews (Without Even Realizing It).” The Muse. Daily Muse, Inc. 2016. Web. (22 July 2016)

Nancy Stoker is a Senior Client Services Representative and Research Associate with ExecSearches.com. ExecSearches provides various recruitment and executive search services for nonprofits including its nonprofit job board.