NotJobs: The Interview That’ll Bag a Job (or NOT)

18 April 2009 at 4:52PM Leave a comment

From the 14 April Wall Street Journal comes an article with tips on How Not to Interview:

The Interview That’ll Bag a Job

By SARAH E. NEEDLEMAN

In recent weeks, recruiters for Consolidated Container Co. have seen job candidates arrive up to an hour early for interviews. Other candidates have alluded to financial hardships while in the hot seat, and one person even distributed bound copies of documents describing projects he completed for past employers.

These sorts of tactics aren’t exactly winners.

Not winners, but tips to remember (to avoid.) The article goes on:

At an interview, you want to stand out for the right reasons. To do so, you’ll need to leave your baggage and anxiety at the door. For starters, wait until 10 minutes before your scheduled interview time to announce yourself. Arriving any sooner “shows that you’re not respectful of the time the hiring manager put aside for you,” says Loubaton, adding that a candidate who arrived an hour early made workers uncomfortable. “Companies really don’t want someone camped out in their lobby.”

The earliest I’ve seen a candidate arrive was over 75 minutes before the interview. That candidate wasn’t hired either.

If all has gone well, don’t stalk the interviewer. Wait at least a week before checking on your candidacy. “There’s a fine line between enthusiasm and overenthusiasm.”

Indeed!

See Needleman’s  whole article here.

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Entry filed under: Interviewing, NotJobs.

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My Core Ideas

1. "I can't tell you the best way to get a job - because there is no one best way. After 21 years of recruiting, I CAN share things I've seen candidates do to guarantee they DIDN'T get the job."

2. "Most companies don't realize how their recruiting process impacts their candidate pool, and their business. Attention to simple things will result in big improvements."

About the Author

Troy Bettinger, SPHR is a Denver Recruiter, Public Speaker, HR Metrics Analyst and Human Resources Leader who has been recruiting in corporate and municipal environments since 1991.

He specializes in the complete hiring process: defining, sourcing, recruiting, testing, interviewing, offering and orienting new hires. He's also well versed in strategic human resources, college recruiting, diversity recruiting, AAP, EEO, ATS integration, recruiting metrics, social media, recruiting leadership, training and employment branding.

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