Tag: interview prep


The One Surprising Tip That Guarantees a Good Interview

If you’re going through a job search, you know how competitive the interview process can be. And you’d probably like to know some ways to increase your chances of beating out the competition for an offer.

Below is a proven interview hack that’s been tremendously successful in my own career.


My Favorite Interview Hack

My favorite interview hack is winning the interview with the questions YOU ask!

I vividly remember my interview for my very first job out of grad school.

I went in with a list of questions based on my research of the job and the organization. My list was pretty long, so I assumed I wouldn’t have time to get all of my questions answered.

However, they didn’t have a lot of questions for me. Therefore, I had the time to ask all my questions on my list. And I got to ask additional ones that came up in conversation.

I left the interview thinking I probably wouldn’t get an offer since they didn’t ask me very many questions.

But a week later I got the offer! When I accepted it, I asked my interviewers what made them choose me from the other candidates.

Their response:

“It was the questions you asked. Your questions showed us not only how knowledgeable you are, but also how much you care about the people you’ll serve in this role.”


The Questions You Should Ask

So, what kind of questions should you ask in your job interviews?

There are six categories of questions you should ask (because interviewing is a two-way street!):

1. Questions you need to have answered to determine fit/questions related to the organization’s culture.

For example:

“How do you foster an employee’s connection to the organization?”

“How do you motivate your employees?”

Or even “Do employees typically eat lunch together or at their desks?” (this one will tell you a lot about the company culture!).

You need to ask any question (within reason) that will help you decide if the company’s culture is something you can devote 40+ hours of your life per week to.


2. Questions that come up in the research you do on the company.

Of course you probably already know how important it is to research a company before your interview. Doing so will result in questions that will be specific to the company. These questions will also make it obvious you did your research, and therefore will show you have a genuine interest in the company.

And don’t be afraid to ask the hard questions, especially if they exhibit your work ethic.

For instance, in my interview, I wanted to know how one of the practices I would be required to carry out in the job wasn’t in direct violation of a federal law common to that industry (which it initially seemed to be). This gave them the chance to explain their legal and legitimate loophole that kept them in compliance with the law.

I think this was the question that impressed them the most.


3. Questions to determine future opportunities for advancement.

For example, “What opportunities are available for advancement?”

This helps you know if you might have a future at the company and shows you’re interested enough to want to stay long-term.


4. Questions to determine their hiring timeline.

Okay, these questions are really just for you and your own sanity.

When candidates go on interviews and then don’t hear anything back either way, they freak out.

Yes, it’s stressful, and also rude of the company to keep you hanging.

So, before you leave the interview, you should ask:

  • What is your deadline for making an offer?
  • How firm is that deadline?
  • Are you going to notify each person being interviewed of the final decision as a courtesy, or just the candidate receiving the offer?

This way you won’t spend your time and energy fretting over what they decided.


Here’s where it gets good!

These last two types of questions you should ask are the real hacks!

5. Questions to show your initiative and to help them visualize you in the job.

For instance:

“What results would you like to see from me in the first 90 days of the job?”

“What will be the first projects I’ll work on once hired?”

Or “When we sit down to discuss my performance a year from now, what will success look like?”

Wording questions this way helps them picture YOU as the person in the job!


6. Questions to get them to verbalize what they like about you.

In #5, it was all about helping them visualize. Now you need to get them to verbalize!

You want them to convince YOU why they should hire you, which will in turn convince them to hire you. (Yeah, that undergraduate degree I got in psychology is really paying off here!)

For example, “What part of my resume stands out to you the most?” or “What made you choose to interview me out of all the other applicants?”

Some career coaches will recommend you ask questions such as, “Are there any concerns you have about my qualifications?”

While this question is good in possibly providing you an immediate opportunity to address any of their concerns, it can also backfire on you. 

Remember, you’re supposed to highlight your strengths in an interview. Not draw attention to your weaknesses. This question is dangerous in that it immediately draws the interviewer’s attention to your weaknesses.

Instead, you want to ask questions that force the interviewer to not only focus on your strengths, but to also get them to repeat your strengths back to you. Doing so further convinces them of your capabilities.


Always Have Questions!

You should always have questions of your own prepared for an interview because interviewing is a two-way street.

When you’re asked, “What questions do you have for us?” never say, “None.” If so, you’re for sure to lose the job to someone who shows more interest with their questions.

Related Posts:

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What You Need to Know About Job Interviews of The Modern Era


Years ago when I used to work in college career services, the interview process for college administrator positions was apparently ahead of its time. A recent article entitled “How You’ll Look For A Job in 2018” says that exercise-based job interviews are becoming more common.

Lindsay Grenawalt, head of People for Cockroach Labs (a computer software company), says,

“Rather than guess if a candidate can do the job based on their answers to behavioral questions, exercise-based interviews ask for candidates to show [what they can do].”

This includes interviews using case studies, individual exercises, and presentations.


My Toughest Job Interviews

When previously interviewing for college career services positions, I had to do much of the same.

I’ve had interviews where I had to do presentations and teach mock classes. Once I even had to create an idea for a program in 45 minutes and then pitch it to a search committee.

I’ve also had marathon interviews. They started with a dinner interview the evening before. Then they picked back up again the next day at 8am and lasted until 4pm.

These interviews involved meeting with just about everyone on campus, including the President of the college and a panel of students. (By the way, the students asked the toughest questions of anyone.)

I’ve had to do pretty much everything but a literal song and dance!


The Advantage of Exercise-Based Interviews

Now, nearly 20 years later, these types of situations are being incorporated into today’s job interviews in a variety of industries.

While these types of job interviews may sound intimidating, there’s good news. They give candidates an idea of what it will actually be like to work in that role on a daily basis.

Grenawalt says,

“Fear not. Because these interviews require a high degree of engagement, they are more collaborative and a better experience overall than traditional interviews in which candidates have to sweat through a series of stress-inducing questions.”


How to Prepare for Exercise-Based Interviews

So how do you prepare for such interviews?

Research

In some ways, you’d prepare similarly to how you would prepare for any ordinary interview by researching as much as you can about the company and the position.

Your research should especially include all the information companies make available on their hiring and interview process. This can also be found on sites such as Glassdoor.com.

If you can’t find this type of information, you can (and should) ask questions about the interview process as soon as you’ve received an invitation for an interview.


Know the problem BEFORE you go into the interview and have a solution prepared.

You also want to ask what the main priority or goal should be of the next person in that position, BEFORE the interview. Never wait until the interview to ask this question!

Find out what challenge or problem this person will be expected to help solve. Once you have this information, use it to prepare for the interview in ways I’ve outlined in my post Modern Interview Advice to Make You Stand Out From the Competition (this ain’t your grandma’s — or even your mom’s — interview advice!).

The approach described in that post will help you in preparing for case studies, presentations, or problem solving scenarios.


Ask the right questions

The other way to prepare for such interviews is to make it a two-way street. You do this by preparing the right kind of questions of your own.

Like I said above, asking what will be the top priority of the new person in the role is NOT a question you want to ask during the interview. (By then it will be too late to ask that.) But there are more appropriate questions you should ask during the interview.

In fact, certain questions you ask can actually help you win the interview! That’s how I landed my very first job offer. I was told I was hired based on the type of questions I asked them!

To find out exactly which questions you should ask in the interview, read my post The One Surprising Tip That Guarantees a Good Interview.


Knowledge is the Beginning of Preparation

No matter what type of interview you’re faced with, you can’t go in and just “wing it.”

You have to be prepared.

Knowledge is the beginning of that preparation. Become knowledgeable of the above items, and you’ll shine!

Click here for more interview prep tips.

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Faced With a Last Minute Job Interview? Help is On the Way!

You submitted your resume for the job your friend told you about, thinking you’ll probably have a week or two before you get a call for an interview. If you even get a call.

And if you do, you’re thinking they’ll probably schedule you for your interview the following week, giving you plenty of time to prepare.

While that’s often the typical timeline of a hiring and interview process, hiring processes these days are anything but predictable.

Sometimes you apply for a job and don’t hear anything back for weeks or even months. Other times, you may get the following call:

“Hi. We just received your resume for the director’s position and we want to know if you can come in tomorrow for an interview.”

Would you be ready for a last minute job interview?

If you got this call, would you be ready?

How would you react? Excited?

Probably, since it’s always nice when someone shows interest in your skills and abilities.

But then what happens? It’s likely your feelings of excitement will turn into panic.

You start thinking:

  • What am I going to wear?
  • Do I have time to research the company?
  • What questions should I prepare for?!
  • What questions should I have ready to ask them?!

Help is on the way for your last minute job interview!

While you probably can’t get an appointment on such short notice with a career coach to help you prepare for a last minute job interview, there is help.

paNASH has several last minute job interview tips for you when situations like this arise (and believe me, they do, more often than you think). These tips are provided through a few different resources.

Good

Free advice is always good. Check out this free 10-minute video:

The Most Common Job Interview Mistakes and How to Avoid Them

Better

Another item available to help you in a pinch is the on-demand video series Steps to Acing the Interview and Reducing Your Interview Anxiety. In less than 55 minutes you’ll receive a crash course on interview prep. And since it’s available on-demand, you can access it at anytime, day or night.

It’s only $87 which includes 3 videos, a downloadable handout, and an e-book covering the following topics:

  • Strategies to give you the confidence to overcome the fear and stress of interviewing.
  • What you’ve been doing wrong and how to correct it.
  • The best and most productive way to prepare for your next interview.
  • How to answer “Tell me about a time when…” questions and other commonly asked questions.
  • Questions YOU should ask in the interview.
  • And more!

As a result, you’ll have:

  • Improved interview performance.
  • Less stress and anxiety.
  • Better and more job offers to choose from.
  • More confidence to negotiate a higher salary and better benefits.

Here’s what others have said about the program on Steps to Acing the Interview and Reducing Your Interview Anxiety:

  • “One of the job interview tactics Lori recommended really improved both my confidence and the company’s interest in me. It was such a great suggestion that came with great results!” Alphonso W.
  • “My confidence level in my interview skills jumped from a 4 to an 8!” Jamie H.
  • “I now have the tools to spot the red flags so as not get into the same work situation I was in previously. It’s so empowering to be able to recognize a job that’s not right for me and to have the confidence to say ‘no’ to it and say ‘yes’ to something better.” J.S.
  • “I got the job! Thanks to Lori’s interview tips I’m now doing social media (my passion) for a toy company!” Robin G.

Best

Of course, the best option is to plan ahead and start preparing or even working one-on-one with a career coach such as myself on a regular basis so you’ll be ready no matter what comes your way in the unpredictable world of a job search.

But when that’s not possible, you have the above options available to you right here on the paNASH web site.

If you are interested in more in depth one-on-one preparation, click here to complete the paNASH intake form and I’ll respond right away.

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7 Things You Need to Know About Recruiters

Attention job seekers: it’s important to KNOW YOUR AUDIENCE!

This is true for anyone (i.e. an artist, a freelancer, etc.). And it’s also true for those hoping to land the job of their dreams.

But one of the biggest mistakes I see job seekers make is not putting themselves in the recruiter’s shoes.

Below I want to teach you what you need to know about recruiters. I want to help you get in their minds so you can succeed in your next interview.

Disclaimer:  the following does not apply to all recruiters.

Let’s jump right in!

1. Recruiters are not looking for reasons to keep your resume. They’re looking for reasons to throw out your resume.

I always share this whenever I do a resume workshop. I also speak to this in my video guide Resumes That Get You the Interview: Surprising Secrets to Getting Your Resume Noticed. Recruiters will make decisions about your resume based on some of the most nit-picky things.

For example, they might throw your resume out if your bullets from one section of your resume aren’t lined up with the bullets in another section of your resume. This may be especially true if you’re applying for a job that requires you to be detail-oriented. The inconsistency reveals you’re actually NOT detail-oriented.

Other inconsistencies such as not having all your headings in the same font size and format give them a reason to throw out your resume. And of course, so do misspellings and grammatical errors.

Why do recruiters do this? With the volume of resumes received for each job, recruiters have to narrow down their options to something more manageable given all their additional job responsibilities.

How to respond:

Do everything you can to ensure your resume is the best it can be. This means leaving off the things you shouldn’t include and emphasizing the things you should.

To learn more, check out my video guide Resumes That Get You the Interview: Surprising Secrets to Getting Your Resume Noticed.

2. Sometimes recruiters will make decisions regarding your resume just based on your contact info.

As a result of the above, it’s quicker for a recruiter to just look at your contact info at the top of your resume and make a quick decision.

If your address shows you’re out-of-state, they’ll assume you’ll need relocation expenses covered. And the company may want to try to avoid that added expense if at all possible. So your resume gets tossed.

If you’re address indicates you’re local, this too can sometimes be a liability. For instance, if the recruiter recognizes your street name as part of a more well to-do area of town, the assumption could be the company won’t be able to afford your salary requirements.

How to respond:

It’s no longer required or necessary to have your address on your resume as long as you have your phone number and an email address (one with a professional-sounding handle!).

If you still want to put your mailing address on your resume, I suggest moving your contact info to the bottom of your resume.

3. Recruiters are no longer as concerned with what looks like “job hopping” on your resume as they once were.

Or at least they shouldn’t be.

But old habits are hard to break, so I’m sure there are some recruiters who still frown upon job hopping.

However, recruiters are now told they need to be more flexible when considering job hopping.

Why? There are a couple of valid reasons.

One, after the economy tanked in 2008, many people who lost their jobs took whatever jobs they could get at the time to survive. As soon as they were able to find better work, they left what they considered to be temporary work. This created some short-term job situations that were not always within the candidate’s control.

Two, most millennials who are now a vibrant part of the workforce don’t typically stay with a job they view as “dead-end” for very long (whether for good or bad).

One recruiter recently told me the average millennial will leave their job within 8-12 months if they’re not happy. (Brett Cenkus might be onto the reason why in his article “Millennials Will Work Hard, Just Not for Your Crappy Job“.)

How to respond:

Relax if you’re concerned about being seen as a job-hopper. It’s not going to be as big of a deal as you think.

And remember, you don’t have to include every job you’ve ever had on your resume. You can just include the ones that are relevant to the position under a heading called “Relevant Experience”

4. Recruiters can be just as nervous in the interview as you are.

I discussed this in my previous post when I gave a critique of the real interviews featured on CNBC’s old show, The Job Interview.

Recruiters are nervous because they know you’re also nervous. They’re nervous for you because they want you to do a good job. They’re rooting for you.

And they’re nervous they’ll make a costly mistake and hire the wrong person. They’re job performance could be dependent upon their hiring decision.

How to respond:

Acknowledge that recruiters can also be nervous. Doing so will help calm your own nerves too.

Approach the interview in a way that assures them you can do the job and solve the problem they need the candidate to solve in the job. You can do this by providing specific examples of how you’ve solved similar problems in the past.

I teach you the method for doing this in my video guides Steps to Acing the Interview and Reducing Your Interview Anxiety and The 3 Super Powers of Successful Job Seekers: Stand Out Above Your Competition.

5. Recruiters don’t see your over-qualifications as an asset. Instead, they see them as a liability.

Don’t assume that if the job only requires a bachelor’s degree your MBA will give you the competitive edge.

And if they’re seeking someone with 10 years of experience and you have 15, that’s not going to give you a competitive edge either.

Instead, both of the above will often be viewed by the recruiter as liabilities. They’ll assume they won’t be able to afford you and will move on to the next applicant.

How to respond:

If the job you really want doesn’t either require or prefer an advanced degree, leave it off your resume. Just like you don’t have to include every job you’ve ever had on your resume, you also don’t have to include every degree or certification.

If you have a few more years of experience than what’s required, just say you have, for example, 10+ years for a 10-year experience requirement.

Neither of these responses is considered lying. The goal is to get your resume through the resume filtering software and to secure the job interview. Once you do that, then you can further explain why you’re interested in the job and why you’re willing to work at a lower level to achieve your career goals.

6. Recruiters will assume you’re not interested in the job or the company if you don’t ask them any questions during the interview.

I’ve said this time and time again, but it’s always worth repeating.

You MUST have questions of your own prepared in an interview. This is necessary for two main reasons:

  1. You have to show you’re genuinely interested in the job. Not asking questions shows you couldn’t care less about it. The offer will usually go to the qualified person who’s most enthusiastic about the company and the position.
  2. You have to get the answers you need to determine if the job is a good fit for you. Remember interviewing is a two way street!

How to respond:

You can actually WIN the interview by asking the right kind of questions instead of the same old ones other candidates ask. Click here to know what questions you should ask to secure the job offer.

7. Recruiters do use LinkedIn to find candidates.

People often ask me, do people really find jobs on LinkedIn? The answer is yes. And recruiters often find YOU on LinkedIn because they’re using it daily to search for qualified candidates.

Therefore, the real question is, do you show up in the recruiters’ searches for the type of job you want?

If you’re like most people and all you’ve ever done on LinkedIn is create a profile with limited info and did nothing else with it, your answer is probably no.

How to respond:

You need to fill out your profile in full and make it keyword-rich. Use every field as a potential place to include the keywords you think the recruiter will be searching. (Here’s a hint:  you’ll find those keywords in the job ads of your preferred job.)

But there are other things you can do with LinkedIn to increase your chances of being seen by the right recruiters and finding the job you want. Too many things to cover in this post.

I typically spend a good hour to an hour and a half one-on-one with my clients showing them all they can do with the LinkedIn platform. They’re usually amazed at what all they can do with it.

If interested in learning more about how to use LinkedIn, click here to fill out my intake form.

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Receive a complimentary copy of the 8-Step Goal-Achievement Plan when you subscribe to the paNASH newsletter.

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16 Embarrassing Job Interview Mistakes That Will Make You Look Unprofessional

CNBC has a new show called The Job Interview. It exhibits real people interviewing for real jobs with real employers. There are 20 cameras capturing all the nerve-wracking nuances of an interview. And all the mistakes. Those of which you can learn from and not make in your own interviews.

However, if you don’t have the trained eye of a career coach, you probably won’t pick up on many of the mistakes just by watching the show. So, I’ve taken the first episode and broken it down for you to see the little things most job candidates don’t know they’re doing wrong. And to be fair, I’m also pointing out some of the things they’re doing right.

Here’s the 20-minute episode, along with my commentary at various time markers. See if you pick up on the same things I’m noticing. What can you learn from what you see?

job interview

(Sorry, the full episode is no longer available on YouTube. Here’s the link to the on-demand version of the episode.)

What NOT to Overlook (3:06)

One of the qualifications for the job is someone who is detail-oriented. You’ll notice how the interviewers are pouring over the resumes, looking for the smallest of mistakes to determine if each candidate is indeed detail-oriented or not. One interviewer noticed how on one resume the text was off just half a space.

My clients wonder why I nit-pick their resumes. This is a perfect example of why I do. As I’ve said in previous blogs and in my video guides, employers are looking for reasons to throw out your resume. Not reasons to keep it.

What NOT to Wear (4:27)

For the type of job this woman is interviewing, she should really be wearing a blazer over her sleeveless top. Always dress professionally and in a way that is customary to the particular industry.

How NOT to Shake Hands (4:48)

While this candidate is dressed appropriately, he did not give a good handshake. Always give a firm handshake. Anything too limp or too strong leaves a bad impression, as the interviewer indicates.

What NOT to Assume (4:58)

The candidate’s response as to why he gave the female interviewer a gentle handshake compared to the firm one he gave to the male interviewer shows his lack of understanding of business etiquette. In business, gender is neutral.

The other thing this candidate did wrong when beginning the interview is he swiveled and rocked in his chair. You’ll see this mistake a lot throughout the episode from many of the other candidates as well.

If you’re ever offered a seat in a swivel chair in an interview, resist the urge to swivel!

What NOT to Say (5:10)

This candidate starts off strong with her response to “Tell us about yourself,” but almost crosses the line with a little too much personal information.

You want to avoid discussing marital status, children, and other personal matters since it is illegal for the interviewer to ask you for this type of personal information. While her sharing of this info didn’t seem to cause a problem in this case, it could very well be a turn-off for other interviewers because they may fear being accused of making hiring decisions based on the personal information the candidate provided.

What NOT to Ask (5:35)

This candidate says she did her research (like all candidates should), but if you listen to the first thing she said she knew about the company, you’ll see she made her answer all about herself. She talked about how convenient it is for her that the company is located close to her house. You’ll soon see too just how poor of a job she actually did on researching the company!

Another faux pas committed by this candidate is she came out and asked a very personal question of the interviewers. Just like interviewers should avoid asking candidates personal questions, so should candidates avoid asking the interviewers personal questions!

What NOT to Avoid (7:05)

This candidate did a good job of establishing rapport with the interviewers early in her interview.

Be yourself without getting too personal with the interviewer. If it becomes clear in the interview you have some of the same interests in common, feel free to use that as common ground to build rapport with the interviewer.

How NOT to Answer “What do you feel is your greatest strength?” (7:22)

Do you know what each candidate did wrong in answering this question?

None of them gave an example of how they’ve previously demonstrated their strength. Always answer with specific examples, never in generalities. Providing examples makes you stand out in a positive way and makes you more memorable to the interviewers.

How NOT to Answer “What would be your greatest weakness?” (7:30)

So what did all the candidates do wrong in their answers to this question?

They all listed a personality trait as their weakness instead of a skill. Why should you never answer this question with a personality trait? Because personality traits are more ingrained in us, and therefore take a long time to unlearn, if ever. However, a skill is something that can be quickly learned or improved upon.

There are several other ways screw up your answer to this question, and several ways to answer it well. Click here to learn more about how to answer “What’s your greatest weakness?”

How NOT to Behave (8:24)

We’re now about to see how the candidate who said she’d done her research actually did NOT do a good job on her research. She said she doesn’t have the desire to go back into accounting, ALL WHILE INTERVIEWING FOR AN ACCOUNTING POSITION! (REALLY?!!). She didn’t have a clue that the company or the position was related to accounting.

Plus her negative, flippant attitude about the industry and her inappropriate laughter about leaving a previous job were completely out of place and a turn-off to the interviewers.

What NOT to Judge (13:20)

As shown here, interviewers aren’t perfect and they too can make embarrassing mistakes in interviews. Remember they’re human just like you are, so don’t let them intimidate you to the point that you can’t perform and sell yourself to the best of your ability.

In fact, I notice how my clients become less nervous about an interview when I remind them that the interviewers are also nervous. Interviewers are typically nervous about making a wrong decision and therefore costing the company a lot of money, unintentionally letting an illegal or inappropriate question slip out, and making you feel more nervous than you probably are.

Remember that it’s an awkward situation for all involved. Instead, it should be treated as a meeting where the interview is a two-way street (you’re there to ask your own questions too to determine if the job is a right fit for you). Approaching it this way can help you relax.

How NOT to Fail the Test (14:13)

Here you’ll see the third or fourth test the interviewers have given the candidates. Always be prepared for potential tests.

For example, if you’re going into sales, you’ll probably have to sell something to the interviewer. If you’re going into a job that will require you to give presentations on a regular basis, you may be asked to prepare a presentation for your interview.

Years ago, I had a day-long interview where in one part of the afternoon I was given 45 minutes and certain parameters to come up with an idea for a new program that could be implemented throughout the organization. I then had to present on my idea and why it would be a good program for the organization.

I didn’t get the job, and later found out that no one got the job. It made all of us candidates wonder if the company held interviews just to get ideas without having to pay a salary for them. This can and has happened before, which is a very unethical practice on the part of a company. If you ever sense this is what’s going on in one of your interviews, consider it a red flag!

What NOT to Include (14:39)

When given a test, never say, “I don’t like being put on the spot,” like this candidate did.

What NOT to Leave Out (17:04)

This candidate gave a good response to the question of “What would this job mean to you?”

So did the candidate at the 17:15 mark. I liked that she said, “I have a lot to give,” instead of “I feel like I have a lot to give.” “I have” shows more confidence than “I feel like I have.”

However, as the interviewer I would want to know how has she given a lot and been an asset in her past experience? What are some examples of her giving her all and being an asset to her previous company? I’d want to hear stories about times when she’s demonstrated these qualities. Again, these stories are what makes a candidate memorable.

What NOT to Forget (18:18)

Here are the things the interviewers were most attracted to:

  • Positive attitude
  • Someone who “gets it”
  • Someone who “wants it”

No matter how negative of an experience your last job was or your current job search is, leave all negativity at the door. Interviewers can sense a negative attitude very quickly so do what you can to improve your attitude before walking into an interview.

Be the person who gets what the job is about, what the company stands for, and what they’re trying to accomplish. This comes with doing your research and understanding what problem they need the new person in this role to help solve.

Always indicate you want the job you’re interviewing for by coming out and saying so. However, if you don’t really want the job and you’re just interviewing to gain interview practice, this is an unethical practice (just like the one on the interviewer’s part in my personal example above), and therefore you shouldn’t be there.

This may sound harsh, but as you saw, interviewers can be harsh about very small things. I’m trying to help you get into the mind of the interviewer so you can be successful in your next job interview!

How NOT to Overreact (20:26)

Even if you don’t get the job offer, you never know what still may come of your experience. Here, because this candidate showed such a positive attitude, another door has been opened to him. The interviewers are setting him up for an interview with another company they think he’ll be a good fit for.

A friend of mine interviewed for a job and didn’t get the offer. Six weeks later, she got a call from the company asking if she was still interested in the job because the person they originally hired didn’t work out.

Things like this happen all the time which is why it’s important to stay positive, send your thank you notes after your interviews, and be gracious even when rejected. You never know how things might turn around down the road.

More Job Interview Tips

Based on the little edited snippets we saw of the actual interview, they hired the candidate I would’ve hired. However, in episode 2, they chose a different candidate than the one I would’ve chosen. Can you figure out why, based on what you learned above? Watch here and let me know!

For more interview preparation tips, check out the video guides in the Steps to Acing the Interview and Reducing Your Interview Anxiety on-demand program.

Related Resources: 

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