1. Failure to demonstrate passion
To be successful in almost any professional field, you must have a high degree of dedication. Of course, everything should be in moderation, but if you are going to doze off for an interview and do not strive to give the interviewer the impression of complete readiness and interest in the work, then the result of this interview is obvious.
Passion, a kind of passion, can be demonstrated by your body language, voice intonation, gleam in your eyes, and how excitingly you tell the story, how you found a way out of a difficult situation at a previous job.
2. Reluctance to delve into the job description
Too often, candidates during an interview behave as if they know all the requirements for a job, based only on the job title they have read. In most cases, each company has its own special requirements and job responsibilities for the proposed vacancy, which differ from the candidate's submissions. And it’s a pity that you often ignore this information and try to conduct most of the interviews, talking about skills and experience that have nothing to do with the upcoming work.
Well, if you have a little (or a lot) lack of direct experience listed in the job description, but if you show a conscious effort to link your experience with the skills that the company requires, then this is a huge plus. This shows that you took the time to read the job description and properly prepared for the interview.
3. Lack of questions
A few years ago, Huff talked with a promising candidate who was very close to a proposal for cooperation. His experience was relevant, leadership and communication skills showed a good side, and he animatedly answered all the questions. By the end of the interview, Huff always leaves enough time for questions. That candidate had no questions for Huff. He did not show even the slightest curiosity about how the organization was structured, how the team worked ... nothing. His resume was in the “rejected” folder.
The so-called “internal” candidate, who already works for the company and is being interviewed to upgrade his position, can get away from these issues, but again, depending on the circumstances. But there is no excuse for the “external” candidate to have no questions. Even if the interviewer spends a lot of time explaining the intricacies of the work, there are hundreds of questions that the candidate may ask. If you do not have questions for the interviewer, then you give the impression that you do not understand the work well enough to ask smart questions, and do not have any professional curiosity, or even do not care about how the organization works.
A good candidate always has a lot of questions prepared in advance to ask the right one at the right time. Ideally, questions are asked naturally during the interview. However, there is nothing wrong with regularly accessing your workpieces in a notebook. So you show the interviewer your preparedness and, therefore, interest.
Most rejected candidates made one or more mistakes. Notice that technical competency has never sounded. For most vacancies, technical competency is a basic and defining requirement, but there are other features that can predict whether a candidate will be a suitable option for the job. Next time, get ready for an interview, train in showing enthusiasm, think over questions and combine your skills with job description. You will be much more likely to receive an offer.
Addition to the errors listed above.
Enthusiasm. Although the article describes some of the physical signs of a hobby, Huff suggests that passion or dedication is best demonstrated in a candidate’s actions. However, the interviewer is also responsible for creating a suitable atmosphere that allows the candidate to show his personality.
Compliance with the job description. A candidate’s resume can list skills (both “hard” and “soft”), but a resume is just a pass for an interview. Interview - the gateway to a job offer. If the job description says “strong analytical skills are required”, then the candidate should be ready to explain (by examples) the extent to which he possesses these skills.
Questions. Huff agrees that there are many jobs that are almost identical from company to company. However, if you are applying for a senior position, then demonstrate critical thinking. Questions will help a lot.
Interviewing is a dance. The interviewer has responsibilities to take the initiative role, but if the candidate does not want (or is unable) to be a partner in the dance, he (or she) eliminates himself from the competition with his own hands.
To be successful in almost any professional field, you must have a high degree of dedication. Of course, everything should be in moderation, but if you are going to doze off for an interview and do not strive to give the interviewer the impression of complete readiness and interest in the work, then the result of this interview is obvious.
Passion, a kind of passion, can be demonstrated by your body language, voice intonation, gleam in your eyes, and how excitingly you tell the story, how you found a way out of a difficult situation at a previous job.
2. Reluctance to delve into the job description
Too often, candidates during an interview behave as if they know all the requirements for a job, based only on the job title they have read. In most cases, each company has its own special requirements and job responsibilities for the proposed vacancy, which differ from the candidate's submissions. And it’s a pity that you often ignore this information and try to conduct most of the interviews, talking about skills and experience that have nothing to do with the upcoming work.
Well, if you have a little (or a lot) lack of direct experience listed in the job description, but if you show a conscious effort to link your experience with the skills that the company requires, then this is a huge plus. This shows that you took the time to read the job description and properly prepared for the interview.
3. Lack of questions
A few years ago, Huff talked with a promising candidate who was very close to a proposal for cooperation. His experience was relevant, leadership and communication skills showed a good side, and he animatedly answered all the questions. By the end of the interview, Huff always leaves enough time for questions. That candidate had no questions for Huff. He did not show even the slightest curiosity about how the organization was structured, how the team worked ... nothing. His resume was in the “rejected” folder.
The so-called “internal” candidate, who already works for the company and is being interviewed to upgrade his position, can get away from these issues, but again, depending on the circumstances. But there is no excuse for the “external” candidate to have no questions. Even if the interviewer spends a lot of time explaining the intricacies of the work, there are hundreds of questions that the candidate may ask. If you do not have questions for the interviewer, then you give the impression that you do not understand the work well enough to ask smart questions, and do not have any professional curiosity, or even do not care about how the organization works.
A good candidate always has a lot of questions prepared in advance to ask the right one at the right time. Ideally, questions are asked naturally during the interview. However, there is nothing wrong with regularly accessing your workpieces in a notebook. So you show the interviewer your preparedness and, therefore, interest.
Most rejected candidates made one or more mistakes. Notice that technical competency has never sounded. For most vacancies, technical competency is a basic and defining requirement, but there are other features that can predict whether a candidate will be a suitable option for the job. Next time, get ready for an interview, train in showing enthusiasm, think over questions and combine your skills with job description. You will be much more likely to receive an offer.
Addition to the errors listed above.
Enthusiasm. Although the article describes some of the physical signs of a hobby, Huff suggests that passion or dedication is best demonstrated in a candidate’s actions. However, the interviewer is also responsible for creating a suitable atmosphere that allows the candidate to show his personality.
Compliance with the job description. A candidate’s resume can list skills (both “hard” and “soft”), but a resume is just a pass for an interview. Interview - the gateway to a job offer. If the job description says “strong analytical skills are required”, then the candidate should be ready to explain (by examples) the extent to which he possesses these skills.
Questions. Huff agrees that there are many jobs that are almost identical from company to company. However, if you are applying for a senior position, then demonstrate critical thinking. Questions will help a lot.
Interviewing is a dance. The interviewer has responsibilities to take the initiative role, but if the candidate does not want (or is unable) to be a partner in the dance, he (or she) eliminates himself from the competition with his own hands.
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