OK so let's think for a moment about how not being in control of language makes us feel. Being in another country and not talking the language fluently can be pretty stressful and confusing and creates a real barrier immediately to successful communication indeed being in another part of your native country and being exposed to another dialect or accent can be pretty difficult sometimes; so imagine that stress and that feeling of not being understood and put it into the context of the interview process.
I have interviewed many many people. I have seen some awesome talent and heard some impressive interviews but what can really make the difference; especially when we are focusing on second or even third jobs, is the candidates comfort and fluency in the language of both industry generally and especially the sector for which I am recruiting. Does that sound daunting, sorry. Actually it is perhaps more accessible and easy to obtain than just having to have ten years experience in the industry.
Advice. Well read lots of industry related material; trade magazines, blogs, postings, on-line reports and web-site information. Gather the clues of what that industry uses as a palate of words.
Linked-In. Join groups in that industry, see what the hot topics are at the moment. Interviewers love hot topics, they are industry relevant and give you a chance to show them that they know your / their stuff. Also ask questions on the group forums - the people providing the answers will be surpirsingly generous, people want to attract talent into their industry it is a tiny bit of reflected glory and they are also looking after their own interests by attracting the best people into their industry!
Mirroring - use the same language as the job ad and interviewer(s). If they call a sales lead an 'in' then you should too. It makes people feel relaxed if others use the same jargon - there is a also power thing involved but essentially you can do yourself a favour by adopting their language / jargon lead! You can generate a genuine sense of belonging and of being of the same 'career tribe' and that creates a buy in that can really benefit you.
The second strand of this process in the language of the specific employer that you have targetted. Do they call they customers clients or customers? Do they call their employees employees, partners, staff or people?
Their web-site will of course always give huge clues on this and my good friend Linked-In will help too. Same advice as above; find people that work within the culture and experience their vocabulary and learn from it.
Remember three things; the interviewer is nervous too and that they are usually very proud of their employer and of the industry they have invested their career in and so using every chance to call things the same name as they do with as much underpinning research and understanding as possible can surely only do you good!
So spend a little time as part of your preparation for interview routine focusing on this bit, often ignored or not sufficiently prioritised but a great way to build bridges, earn trust and demonstrate cultural fit; through language.
That's it I guess - talking the talk.