Jeff Altman, Big Game Hunter
As layoffs occur globally and become more precious, it is very important to treat every treasure as treating everyone. After all, you never know when the next one will happen and whether it will really help you and your career.
However, people commit these sins every year and embarrass their chances. No one likes to tell their wife/husband/partner/children/friend/ex-colleagues or anyone who hasn’t gotten their interview with them for work. They don’t want to start lying to others, just let them down and feel your situation.But that’s the story of me being a recruiter for years and now being a coach. A story that disappoints, disappoints others and is ashamed of it.
As a result, I decided to share what I think is “7 fatal sins of interviews” and hopefully we can get rid of some of these situations. None of these “sin” involves skill abilities. You either have the skills and experience or you don’t. However, most people are not rejected. They were rejected by these.
1. The sin of thinking you know what they are looking for
For most positions, no job description is generated. They reactivated after resigning, not updated and used because it was previously approved, saving time on hiring managers. Even if the thinking about search requirements may develop once the interview begins after an exhaustive conversation between the executive search company and the client, the job description or search document may not be updated. This makes you think when you don’t know what they’re looking for. That’s why I recommend not being passively waiting for them to tell you the characters that usually appear at the end of the interview (but after they have decided whether they are interested in continuing with you) start the discussion by asking about their role. “Thank you for meeting me today. I saw the job description (or Rajiv or Rhona from the search company told me about the role), but I want to know what you think. Can you tell me about the position you are seeing and what I can do to help me with? “That way, you hear their current thoughts about the position at the start of the interview so that you can talk about what you are doing to them, not just about what you are doing.
2. The sin of not being able to connect points
They want to know why you are eligible to do the job and how your skills and experience fit the requirements. When you don’t make it so easy, it’s not an important part of your experience if you don’t polish it. Most companies like to be the ones they need all the time, rather than as an auxiliary to their main tasks. Before the interview, take some time to actually read the job description and understand the company’s needs. Then, consider how your experience can help you successfully take on this role. Then, using my advice, to ask about the role at the start of the interview, you can connect each answer to the question they asked.
How you talk to talent acquisition personnel, employees, managers, leaders and board members is different. Everyone has a different perspective on the role and what they want to accomplish in the interview. Also, knowing their background may give you the opportunity to connect with people who know them, what they like, and their “darlings.” Never walk into an interview without knowing the background and role of the person you will meet.
“Who will I meet?”
“How many people in the team?”
“What are their names?”
“Shila, He and Dan.”
“What is their full name? I want to study them online and what they do.”
This is very simple.
4. Sin of not preparing for work-related sins before interview
People often go to interviews and are not ready to answer any questions – start asking: “Tell me your time…” You read the ad and apply. The search company or recruitment company contacted you and forwarded the job description. You have an idea about the job because your former colleague told you. You know the basics of your work. Before the interview, prepare at least three stories that fit at least a star-shaped framework (circumstance or task, action, by money earned, saving money or increasing percentages over what you have done before). This way, you can avoid the pressure to raise a story as they stare at you. In this case, people’s nervousness is often better off by forgetting the most relevant story they could have told and conveying the weaker ones. Remember, once they tell you about the job at the start of the interview, do this if there is a reason to adjust based on the new information.
5. When you meet them, the sin of not giving someone a size
When we meet someone socially or in most professional situations, we scale them immediately and deal with them as we previously provided. But, because this Workmine Profession,yes Importantmost people paralyze the qualities that make them the most successful in interviews – their personality. By hiding behind graduateand “feel the interviewer,” people waste their time in the first few minutes of the interview, and impress when interviewers often decide whether to pay attention to your other conversations. It’s right when you meet someone in almost any other situation. Trust your intuition here, too.
6. Believe that what they tell you is the real sin
People were interviewed and believed they were told what they were told. “This is a great guy. We do exciting work. Did I mention that we are like family here?” Family in a holiday movie that wants to kill each other? What kind of family?
“Why did the last person leave?”
“They left a better opportunity.
“What makes it a better opportunity?”
I’m waiting for the first honest person to say, “They don’t have to work with me.” “They don’t have to work with my staff.” “They’re finally getting fairly paid.”
They all wear happy smile buttons’ faces, look into your eyes, and lie to you. Find your former subordinates on LinkedIn or Google and contact them.
They do refer to the check. This is the version you checked for reference.
7. Not ready to ask about work and its sins of sin for your expectations
A former client served as the person who inherited a project he spent 80% of his budget but offered only 20% of his job. No one would volunteer to provide him with the truth. If I didn’t get him out first, he would have been the fall guy for the project. Try asking clarification questions about things you seem to be inconsistent with. Ask them what they expect from you in the first 30 days, 60 days, 90 days and a year later. Ask you about the resources available to you and what talents are the employees you will inherit if you hold a manager or senior leadership position. Make sure you have the right to replace someone who cannot execute it. If something seems impossible to do in the schedule you provide, don’t accept the offer unless you are desperate to return to work.
This is a reward sin. —Forgotten interviews are like the sin of a dramatic performance
Job interviews are not memorization of facts. In fact, competence is just a criterion used when evaluating someone. Others include the confidence, character, chemistry, charm, charisma, charisma that you care about, and they can connect with you because for them, they want to trust the people they hire. If you only provide the facts and experiences of spending time attracting audiences like an actor, then you will only give them a reason to choose you – your ability. Others, it is also important to connect with you. Ignoring them will cause you to be rejected more frequently than you should.
The skills required to find a job are different, but complement the skills of the job. Avoiding these deadly sins will help you take on your next role faster and more importantly, whether you work in a company that can be successful.
Be a recruiter
About Jeff Altman, Big Game Hunter
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Recruiters know you don’t know: They’re not watching all these screening videos
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