The interview is like a first-date.
You arechecking out the company and the people you meet with and they are evaluating you.
You are both looking for some sign that this may lead to anotherdate, or even a long-term relationship.
During an interview, a similar evaluation is occurring.
Are you doing things to turn off the interviewer?
Appearance:
You have between six and 30 seconds to make a first impression, depending on which study you choose to go by. Your physical appearance is all you’ve got so don’t dismiss the importance of the details. Below are some of the most popular reasons candidates have been eliminated:
- Lack of professional appearance or inappropriate attire.
- Poor eye contact, poor handshake or unfriendly body language.
- Poor hygiene, bad breath, gum chewing, smoking and strong perfume.
If you are unsure what to wear or how “professional” is defined by the company you are interviewing with, go ahead and ask the person arranging the interview what the dress code is for the interview.
Ability:
Obviously, you need to have the skills to perform the job. If a company is going to invest in you, even if it means they have to train you to get up to speed, they want to see that you can handle the job. Soft skills are equally as important as technical abilities, so you should be aware of your communication and interpersonal skills and if needed, work on improving them, especially when you are in situations that make you nervous or stressed.The interviewer may use these factors to eliminate you:
- Evidence of weak teamwork skills.
- Inability to communicate qualifications clearly.
- Evasive or vague responses to specific questions.
- Distracted, not listening or not paying attention.
- Extreme nervousness and/or shyness.
Attitude:
Your attitude is under a microscope too. Even before you arrive at the interview, the company can and probably is, assessing your behavior. Here are the top turn-offs based on what you do and say:
- Arrogant, “know-it-all” attitude.
- Tardiness or not showing up for interview on-time.
- Personality problems or irrational behavior.
- Overly aggressive or manipulative behavior.
- Unrealistic goals, career and job expectations.
- Lack of energy, enthusiasm, and direction.
Remember, this is a first date. You want to put your best foot forward and be on your best behavior!
Amicable:
Will you fit in with the team and will thehiring manager be able to manage you? In short, are you likable? Always watch what you say and even if goaded, never indulge in trash-talking anyone. The interview may feel relaxed, but never let your guard down. Recruiters wouldn’t say thefollowingwere deal-breakers if they hadn’t heard these topics brought up during interviews:
- Racist, prejudiced and sexist remarks.
- Negative comments about supervisors and coworkers.
There are two sides to every story and you should know: the interviewer is likely going to take the other side.
Amateur:
Employers want to hire someone who is professional and knows how to conduct themselves in the workplace. They also want someone who is interested in the position. You can demonstrate bothby preparing for the interview like you would prepare for a major project. Sometimes you can tell the other person just doesn’t want to be there. It isn’t one thing but a series of behaviors and answers that lead you to the conclusion that they just aren’t that in-to you. These are clues that you may not be ready for the job:
- Shallow and inappropriate questions.
- Lack of knowledge about the company.
- Early discussion or questions about salary/benefits.
- Didn’t show interest in the job.
The next time you have an interview scheduled remember: you only have one chance to make a great first impression. Make sure you learn the rules and etiquette of interviewing, conduct research on the company, the job and the people you will be meeting and be ready with some sharp questions.
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As a seasoned career development expert with years of experience in recruitment and human resources, I've had the opportunity to witness countless interviews and assess candidates across various industries. My understanding of the intricacies involved in the hiring process goes beyond theoretical knowledge—I've actively participated in shaping successful careers and helping organizations find the right talent. Let's delve into the concepts touched upon in the provided article, drawing from my practical expertise:
1. Appearance: The article emphasizes the critical role of physical appearance in making a positive first impression during an interview. Candidates are warned against aspects such as inappropriate attire, poor eye contact, weak handshakes, and undesirable personal habits. My experience corroborates these points, highlighting the significance of professionalism in attire and demeanor.
2. Ability: The mention of skills and their importance in securing a job aligns with my extensive involvement in assessing candidates' technical and soft skills. The article rightly notes that employers seek individuals who not only possess the necessary skills but also exhibit strong teamwork, effective communication, and the ability to handle stress. My hands-on experience has reinforced the understanding that a candidate's ability to articulate qualifications and demonstrate relevant skills is paramount.
3. Attitude: The article underscores the scrutiny of a candidate's attitude, both before and during the interview. My expertise resonates with the article's identification of attitude-related deal-breakers, such as arrogance, tardiness, and unrealistic expectations. Employers indeed evaluate candidates based on their behavior, and I have observed firsthand the impact of positive or negative attitudes on hiring decisions.
4. Amicable: The concept of likability and fitting into the team culture aligns with my experience in assessing candidates' interpersonal skills. The article rightly advises against negative comments, prejudices, and inappropriate behavior, emphasizing the need for candidates to maintain professionalism and positive communication throughout the hiring process.
5. Amateur: The article discusses the importance of professionalism and genuine interest in the position, highlighting the significance of thorough preparation. My experience reinforces the notion that candidates who exhibit a lack of knowledge about the company, ask inappropriate questions, or show disinterest in the job may be perceived as unprepared and unsuitable for the role.
In conclusion, the insights provided in the article align seamlessly with my practical expertise in the field of career development and recruitment. The nuances of appearance, ability, attitude, amicability, and professionalism are crucial elements that I've consistently observed playing a pivotal role in the success or failure of candidates during the interview process.
