Saturday, December 12, 2009

How to avoid top 5 interview mistakes?

Imagine you are a hiring manager for a moment. You have an interview set up and the candidate walks into your office very meekly and offers up a limp handshake with a "Please hire me, I need a job so bad" look on his/her face. Despite the lack of confidence, you pursue the interview and the candidate seems to answer your questions and then some, talks badly about his/her previous employer when asked why he/she left, and seems only concerned about his/her new compensation, benefits, and/or vacation. Upon completion of the interview the candidates gets up to leave and makes little eye contact. Immediately following the interview your receptionist comes in and complains how the candidate was quite rude. As a hiring manager do you think you would hire this candidate? I seriously doubt it.

As such, I have compiled the five interview mistakes you absolutely need to avoid when meeting with a potential employer.

The Handshake: First impressions are lasting and a handshake can make or break you as a potential new employee. The handshake can exude confidence or a lack thereof and set the tone for the meeting. You would be surprised how often a weak/overly aggressive handshake will blow an entire interview. A weak handshake shows the interview that you are not confident, are not interested in the position, and/or lack the ability to engage. On the opposite end of the spectrum an aggressive handshake can alert the interviewer’s defense mechanisms and make him/her think you are too much of a salesman and question your sincerity. Ideally, a quick, firm handshake is way to go and a great approach to start the meeting off right. Try your handshake on your friends and perfect it before interviewing.

Lack of/Too Much Eye Contact: Either one of these can create a negative experience for the interviewer. A lack of eye contact will present a lack of confidence, disinterest, or a lack of "truthiness". Similarly, too much eye contact will be seen as aggressive, fake, and will put the interviewer on edge. Try to find a good balance and level of comfort that will project confident, interest, and the ability to engage the interviewer with clear, concise answers.

Negative Talk: When asked about your previous employment it is always best to take the high road. Sure, your boss may have been an overbearing tyrant who talked down to the office and flew off the handle if the AC was a degree off. However, you are applying for a new position and want to be as positive as possible because the interviewer is likely to assume that you will do the same to him/her when you move on from that position. Always take the time to put a positive spin on your past employment experience and keep the interview moving towards what you can do for this company and how you would be an asset to them.

Professional Speak: Multiple surveys have found that public speaking is the number one fear of people across the world. This is understandable, just remember that similar to the fact that public speaking takes practice, so do interview. How often do you get annoyed when you are watching a presentation or speech and they constantly use the words, "umm", "like", "you know", or something similar? Your tone and approach needs to remain professional at all times. Try to limit the amount verbal ticks you have by pausing for a few seconds before answering your questions. This will give you time to think about your answer, exude confidence, and deliver a informational, positive response. Similarly, hiring managers are all different and can take on different styles of communication when interviewing. While one manager may be very personable, another may get right down to business and be very professional. It is essential that you match the interview techniques to ensure optimal success. If a hiring manager is asking direct questions you need to answer directly, and follow up with asking if they need additional information. If they are very personable then feel free to be personable as well. You want to gain rapport with the interviewer and this is a great way to do that.

Jumping the Gun: Make sure to keep interviews professional, about what you can do for the company, and how you can be an asset to them in the role you are interviewing for. An instant interview killer is to make it all about you and what the company can do for you. Refrain from asking about compensation, benefits, vacation, etc. before making sure you have sold the interviewer on the fact that you are the right fit for the position. Your number one goal for an interview should be to get the job. If you do your research before you interview, you should already know this information anyway. The best time to bring up this information would be when they have extended you an offer and begun the negotiation process.

Social Networking Sites

Are you using social networking sites as part of your recruiting -- either for finding and/or vetting candidates? What are your observations and tips about how candidates can use these sites effectively as part of a job search?


Leverage the Opportunity

Currently, we are using social networking sites -- mostly LinkedIn. Where we use Facebook is more in the groups section. I have joined a few alumni groups and have posted a position there.

More than 75% of companies in the U.S. were polled and agreed that utilizing social media was a necessary outlet for recruiting.

I would recommend that if you are actively interviewing, keep your profile clean. No profanity (this goes without saying), no inappropriate photos or negative comments. Be smart -- use it as a tool -- add your awards, accomplishments, professional goals. With more and more employers turning to this inexpensive tool, leverage this opportunity.
-- Carolyn Dougherty, owner of IntelliSource Inc.

Don't Ditch the Fundamentals

We have found that the most effective ways to vet applicants are meeting with them in person and speaking directly with their references, approaches that cannot be duplicated or replaced by social networking.

Job seekers should combine personal and social networking activities, while also focusing on tried-and-true techniques such as developing targeted resumes, preparing thoroughly for interviews, and working with specialized recruiters. When tapping social networks, candidates need to dedicate the same care to crafting their profiles as they do to the content in their resumes. These sites also can be great sources of recommendations and referrals, and professionals need to promptly thank those who help them in their search.
-- Andy Denka, executive director of Accountemps

Keep It Current

I've worked with companies who have used social networking sites as a means to post jobs and track candidates, and although the value of these sites remains to be seen, the immediate impact of people following the job was positive. If used correctly, these sites can be an easy, fast, innovative, and fun way to advertise current and potential opportunities.

My advice to candidates: Keep your profiles and activity current.
-- Bob Hancock, senior staffing consultant

It's Easy Public Research

We currently do not use social networking sites as part of our established sourcing or screening process. However, many hiring managers are becoming savvy with these online communities and may visit them on their own initiative, developing impressions about candidates from the results of their research.

I would advise all job seekers to maintain a professional public appearance online. Even if researching these sites is not part of a formal process, any information a hiring manager gains about a candidate can play a part in their hiring decision. It's wise to learn how to effectively use the privacy features of social networking sites to ensure that you can manage what information is available to the public.
-- Noah Apodaca, lead recruiter for staff at the University of California, Irvine