Are you having trouble landing a great job despite being super-awesome? Maybe you’re deluded and you’re actually not awesome at all. Or maybe you just give bad interview.
A lot of people (I suspect maybe even the majority) are terrible in interviews. But you can fix it with just a few simple adjustments, according to Liz Holland of the Toronto-based Career Council, which offers “interview coaching by the best!”
Holland, who has a British accent and who I therefore assume is very smart, offers the following interview tips and shares the biggest mistakes people make, which can all be put down to lack of preparation. Those Boy Scouts are onto something.
1. Know your own strengths. Holland says, “I usually start off by asking people to tell me a bit about themselves and their strengths. I would say nine out of ten people — and I’m being generous — probably struggle to tell me even 2-3 strengths. This applies all the way up to senior people.”
Are you great with deadlines? Are you highly organized? Great. Now you only need eight more. “I say ten,” says Holland, “because you’re not going to remember them all on the day.
“But they haven’t even thought about it,” she adds. “They put so much thought into their lovely resume: ’should I use bullet points or little stars?’ And then, when you ask them to sell themselves they’re not able to do it.”
You don’t need to answer every question perfectly, she says, “But you shouldn’t be stumbling over the basics.”
2. Know the company with which you’re applying. Holland says, “The second mistake people make, and this shocks me, is not knowing the answer to the question ‘What do you know about the firm?’
“It’s so basic. There was a time, before the internet, when people had to go down to the library to do their research. Now it takes two seconds and they don’t even do that.
“What do you know about the firm? What’s the firm’s mission statement? What appeals to you about working here? You’d be shocked at how people stumble over that one.”
3. Have stories. “A common form of interviewing is behavioural interviewing,” Holland explains. “Past behaviour predicts future behaviour. They’re going to ask for exact stories to illustrate how you have behaved in the past, because they think that is how you’ll behave in the future. And it’s quite true. So, you want to have short stories, selling You, with a beginning, a middle, and an end. Present the situation, show how you responded to the situation and the end result because you were involved.
“So, suddenly someone says ‘Tell us about a time you met a deadline’ or ‘Tell us about a time you dealt with a difficult situation.’ If you haven’t thought up some stories beforehand, they’re going to be difficult to come up with when you’ve got three people looking at you in a boardroom.
“And if you don’t answer the first question well, it’s not going to get better. If something starts to go badly, you lose confidence really quickly and it gets worse.”
4. Don’t be late. You can even do a dry run. Holland suggests having a look at the building beforehand if you can and making sure you know where you’re going. Why?
“It does not matter what the excuse is for even being five or ten minutes late. You have lost that job. Check the trains if you’re coming in from out of town. Don’t take the one that will get you in close to the time. Get the one that will get you in an hour before and go have a coffee. Relax, breathe, don’t be the one that’s scrambling.”
Among other little tips: watch that you don’t use “like” and “you know” every second word. Holland and I talked about that here.
Also, ladies, give a firm handshake. “The limp fish handshake is such a thing,” Holland says. “In that first twelve seconds, you’ve got to make good eye contact, smile and offer a firm handshake.” (Firm, she says, not crushing.)
Consider the position of the person doing the hiring. “These people are not mind readers. They don’t know you. You’ve got to tell them.
“The HR person who is going to forward the candidate to the manager or VP doesn’t want to make mistakes because it doesn’t reflect well on them. And the manager or VP doesn’t want to make a mistake. They want to feel safe. It’s a big thing appointing people.”
Ultimately, “It takes so little to be the person that stands out. Prepare yourself. The person that does that will be the person that gets the job.”
It’s a game, which is really sad. A lot of very good people will not be hired because they can’t play the interview game! There’s a fine line between “selling yourself” and BS. In most jobs, the prospective employee is a blank page who needs to be taught from scratch, so selling your previous accomplishments can be difficult if, say, you come from a previous job in a large corporation where you played a very small part in a much larger production. So, you’re behind the eight ball before the interview has even started. So much of today’s interviews are based on telling stories about how great you once were, wheras I would rather hire someone who is humble and willing to learn. Times have changed, I realize, but not to the better, in my opinion.
My previous career involved parts that the average HR person may not be familiar with understanding so I started bringing a few samples with me to do show and tell and it saves a lot of explaining when they don’t have to visualize what you are talking about plus no one else does this so they remember you.
It’s true, I interview well and as a result get several job offers for jobs that ultimately, I know, I’m not the best choice for. This came to a head when a friend of mine and I went for the same interview. He was much better qualified but interviewed poorly. I found out after the interview that he had applied and when I received the offer my first question was, “What about?” and then went on about the abilities of my friend. I didn’t take the job, he did. I’m happy with my career path and understand that a large part of it is my ability to convince the interviewer I am capable of doing the job very well. Confidence and preparation.
I tend to agree with “The Face”…last interview I was on it was like playing “20 questions”…it’s kind of ridiculous. I have many years of experience and am very skilled as well as thoroughly and broadly educated. There has to be a better way of finding good people than the old, hackneyed “20 questions” interview. Perhaps the onus should fall on those seeking new people to hire to come up with something new and innovative. Like in politics, the “system” lags behind what’s happening socially “right now”, the system being mired in something hopelessly outdated. Meanwhile, people are living in a world that’s changing by the minute, that is, society (people’s interrelationships and self-concept) is changing as quickly as society’s technology. The old world is in a mire.
I have to agree with what was said above. It truly is a shame to see what the whole “interview” process has become. I have a physical handicap, so for me finding a job is already a fair bit more difficult than the average Joe. I have done countless interviews and it always amazes me how some interviewers are genuine, friendly people and expect candidates to be a bit nervous while some others are just plain lewd. I’ve had interviewers (of big, well-known firms, on top of it!) eat in my face, smoke (a long time ago) and even take cell phone calls during the interview. And then you’re expected to play this “interview game”? That really irritates me and it angered me to no end the last time I was job hunting.
For me, the most important thing to cultivate before an interview – keeping in mind this advice is great btw – is that you are looking for a good fit for you… You are interviewing them too! once that attitude becomes a given, it’s easier to keep calm and therefore to be able to answer questions easily…
Happy job interviewing. Oh, and also, enjoy the process! You find out all sorts of things about yourself going to interviews!
Aside from “knowing” yourself, selling the positives of same and knowing the company, the interview process still remains a dog-and-pony, straw hat and cane tap dance routine. The whole thing depends on who “likes ya’” on the initial handshake. About a year ago I had the experience…The HR person was amiable (the vibes I got were that the person was silently “cheering” for me). The person I was replacing, the same. We were definitely on the same page. However…As soon as I shook hands with the Dept. Mgr. I knew the door had slammed shut moments previously. I’m personable, communicate well and am intuitive. I knew it was game over and nothing I would say or do at this point mattered.
Well all these comments are pertinent and make sense but the biggest one of all was left out. I think dressing right for the interview makes all the difference in the world. I think between how I dress and I interview it works out pretty good. I got two job offers in one week. As some of you have said times have changed. You no longer need to wear a suit and tie but dressing well makes a big impression on the prospective employer. I always went to an interview looking good even if it was for fast food. Now a days people show up to interviews in torn jeans and t-shirt with pictures on them. I interviewed people in the past and out of ten people one was some what clean and put together.
Cheers.
As per Helen, I agree that you are interviewing the company and learning about the role as much as they are learning about you. Listen and understand what the role on offer is, and if it doesn’t seem right then say so. I did this once when I really wanted to work for a certain company and I gained total respect. In fact, they called me back a few months later and offered me the job I really wanted!
What works is ” WHO YOU KNOW IN THE COMPANY THAT IS WILLING TO GET YOU THE JOB ” and not ” WHAT YOU KNOW ” or how many degrees you have. YES unfortunately that is the saddest truth no one is even daring to reveal it or address it directly.
These questions placed in the interview are the product of people who simply have nothing better to do than making life difficult on others and showing they are doing something…while the decision is made in an instant with the boss of the company…
I just hate the stupid psycological questions. One interviewer asked me if I had the choice between being a red balloon or a blue balloon which one would I choose? What the heck does this have to do with any job, any where?
Also, the people being interviewed have made the short list usually, so if I don’t get the job a phone call or e-mail would be really appreciated. Just so a guy knows.
Sorry about venting but a little etiquette on both sides would be awesome.
There has been great changes in the workplace and it seems older workers are being overlooked by companies and not looking at there ability to greatly add to your firm. These workers have experience and upgraded skills with sometimes additional proffessional skills. However, it seems everywhere experience is being rejected as not being able to change. As baby boomers are starting to leave the work force the tale end of the boomers (people 45 and above) are being rejected by new proffessional HR staff. During this economic recovery companies need to get the best skills to being able to be competitive in the workforce however with these strongly focused on current talent there will be a shortage with everyone looking for current trained workers. To be an exceptional company you need a better balance of old( with current skills) and new talent. To all the HR staff out there you must have a good balance in your company or else you loose the great benefit of older workers in mentoring, advice, experience, and knowledge on what to do. Good luck to all in your job search. A job is like a lottery when you land a job you obtains a great opportunity. During these times everyone out there has a great opportunity for a new beginning
I am being interviewed more frequently on SKYPE. I would like someone to write some tips for SKYPE interviews, other than the obvious (which happened to me). If you have a laptop, ensure that it is plugged in as it could lose the battery charge during the interview, ensure that you dress nicely (including the bottoms) as you may have to stand up and ensure that you can cope with some technical difficulties (and still remain calm and continue answering questions).
I agree with all of the above. My rule of thumb is be totally prepared –research the job, yourself, and dress and speak clearly and respectfully, shake hands warmly, then listen attentively — as in the major tips that are given here, and also treat everyone in the same manner. The person you are talking to has been trained to do the same!! They are seeking information – have what they need on tap. But I would add one thing: if the interviewer is playing headgames, or is sub-human in his/her behaviour, relax. Consistent with your personal integrity, continue to treat them the same as you would anyone you admire, and complete the interview. Then decide if you really want to work for a company that has people like that on their staff! (Hello — NO!) At the very least, you have learned how to be a better employee than the creature who just interviewed you.
After going through this the last year or so I would say the interview process is a crapshoot with most interviewers having poor to mediocre interviewing skills.
Someone should develop an eHarmony web site for hiring people.
I agree with many of the above posts. I, too, definitely believe it is who you know, not what skills or education you have, very sad! For someone who isn’t the most social person. like myself, social networking is very difficult. I am very uncomfortable “selling my skills” and asking for help. So unfortunately, I believe many well qualified maybe even the “ideal employee aren’t able to play the game because of their quiet personality!
I do agree with all the recommendation and definitely agree with dressing up for success during interview. Although in our field I have not seen torn jeans being worn. I would still expect them to be presentable when they come for interview and prepared.
Regarding “it is who you know, instead of what you know,” I would say yes “who you know” I have seen a lot that they get the interview at least, not necessarily received an offer, but they need the qualification for the job still (this depends on the interviewer). For me, it is easier to trust a person that you know who has referred somebody with the same qualification vs a totally new person with the same qualification. Also it makes the referrer happier that they are being valued for their referral.
Agreed with a lot of comments especially ‘momof2′. I also have a quiet personality but in addition to this, I also can’t stand pretensions of any kind. I would like to know, if my potential employer asks a question would he rather I tell the truth or just give an answer I know (s)he wants to hear? Would employers like you to approach the interview as you truly are, or pretend to be almost a type A personality and then when you get the job see the true you? I have friends who tell me to ‘beef up’ my resume and my answers to get jobs, but I just won’t do this as it does not seem authentic. I know lots of people that do though.
It’s important to get to know the company you are potentially going to work for. Give yourself some information so you can decide if this a place you want to work at. Ask others about the management style, is there a union, is this a new position, or was someone fired. It’s important to research all this information before you even appy for the job.
Your time is valuable, don’t waste it on a job or employer you don’t like or is not a good fit.
Having said that, every work place has pluses and minuses. One of the most important qualifications for today’s job is your communication skills, your interpersonal skills your team skills. They are looking for someone who will fit in. If you are shy, practice talking to strangers, step out of your comfort zone. You got the interview from your qualifications on your resume, so you know you are there because they believe you could do the job, now they want to see how you think.
I find that behavioural questions often stray into areas that are just plain not realistic.
I have very often been asked questions that in absolute honesty, have never happened to me even at my best recollection.
Now,wanting to be responsive and not shirking the question leaves only one option: Make it up!
Now nobody wants to do that as it really contravenes everything already discussed in this forum including the comfort level you project in being interviewed and being scrutinized for your body language signs.
So what is the answer when you cant really come up..truthfully, with an example of some obscure incident in which you were faced with whatever..and responded with ….well whatever you mind comes up with at that moment..while still wanting to sound like the person one would want on their team…
This is very difficult and presumptive of the entire “behavioural interview process”….
Ahh the beloved behavioural questions. The theory “In the best behavioral interview, the candidate is unaware of the behavior the interviewer is verifying.” In practice I agree with Bob, in that one can sometimes come across what appears to be a “catch22″ situation. You’ve been taught to make sure you have an answer for every question and yet the question simply doesn’t apply in relation to your specific work history.
I recently had this same exact experience with the question “Can you think of a time you didn’t agree with a policy in place with a previous employer and how did you deal with it?”
I paused because I honestly couldn’t think of one. Being an honest individual I just said “no”.
Wrong answer. There’s always something you can say without lying. Upon reflection I was probably being too literal in my thought process as there literally was never a time this had come up. Buy although I may not have been able to think of a time where I didn’t agree with a ‘policy’, I could have given them a time I didn’t agree with something approximating a ‘policy’. If I had to hazard a guess, I’d the say the interviewer isn’t so much interested in the policy aspect of the question as they are in the conflict resolution aspect.
Logan’s “red balloon or blue balloon” question certainly seems baffling on cursory examination, but the little research I’ve done seems to indicate the interviewer is not looking for a correct answer… there is none as we all know. It’s a behavioural interview, they’re looking to see how the interviewee reacts to a seemingly inane and off-the-wall question.
From my own ongoing experiences I’d say this article is right on – my problem is that I am so nervous at interviews, particularly those where they plonk multiple people in front of you. One on one I feel I can discuss things in an honest and open manner, but having a hard time evoking that vibe in a group. Sigh. And I am interviewing right now, or at least finished my interview #3 at a job that I feel is perfect in all respects and yet I know I interviewed badly. Nothing to do with the people, all fantastic, its just me – I get so nervous in that “you are being judged” environment. Any tips?
Oh and another thing! I was one of 3 candidates at the last , 3rd interview, and HR asked for references…but phrased it as asking my references to do a “survey”. Meaning its a bit humiliating if you don’t get the job, as my references are very high ranking executives… CEO’s and so on. What the heck is that about?
When the question is what are your salary expectations you should always reply: based on my experience and education. You should not mention an exact amount of money, but a salary range, for instance 35-45-55-65-75-85k gross pay (before taxes) plus benefits etc. The salary is always negociable, but it depends greatly on the financial power of the company and the scarcity of manpower in the specific sector. When you are well prepared and well informed you can always negotiate your working conditions. Good luck.