|Research suggests that most hiring managers look for a few similar traits in first-time interviewees and that failure to implement these job-seeking strategies often mean the difference between a paycheck and pink slip.
It’s not easy to know when to come across and humble or heroic. Too much self-assurance can present itself as arrogance and be a real turn off to an employer looking to mold someone into their
culture, while a lack of confidence makes the potential employee appear incapable.
Being “you” in a job interview is a great way to earn distinction but taking it overboard is almost always a sure-fire way to get skipped over completely. Most HR professionals look for employees who will “fit” with the company’s environment.
During the interview process, the focus is really on how the prospect can better the workflow of the business. Too many up-and-coming professionals mistakenly believe that once their freshly college-degreed feet are in the door, it’s all about them. A first (and even second) interview should remain on-point of how the company can benefit from the skill set of the interviewee – not on corporate benefits or pay periods.
Ignorance isn’t bliss when it comes to a job opportunity. Experts stress that job hunters should know something about the company they are in talks with. If possible, look for clues as to common interests with those asking the questions – a conversational ice-breaker is a perfect lead-in to showcase skills and earn social as well as professional acceptance.
Even at the conclusion of a seemingly failed interview, it’s important to ask questions. Obviously, these should be more meaningful than “What time is lunch?” They might explore company values and environment. A brief, meaningful Q and A at the end of an interview demonstrates an interest and initiative to the prospective employer.