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Via FLUX : Some of the best job interview tips to help you get that job

I think it’s safe to say that we all get nervous for different reasons. However, one of the most nerve wracking moments that you can face is definitely a job interview.

Preparing yourself for a possible job hire is not the easiest thing to do, but it is probably one of the most important steps you can take before making your way into the interviewer’s office.

If you are searching for possible vacancies and applying to those that seem to fit your profile, you may need some advices for the next phase. And if you already have an interview coming up, first of all congratulations! Secondly, here are some of our best job interview tips will ease your nerves, and some common mistakes to avoid!

Learn about the company

Once you get the callback for an interview, one of the next steps you need to take is reading up on the company you applied for. Not only will you learn more about the job you might possibly get, but you will also be prepared for any question your interviewer might ask you. And other than being able to answer questions, when you search for possible job offers, looking at the company that’s listing them is not bad either. This will help you with those tough interview questions and answers. The more you’re informed, the better your decisions, impressions, and interviews will be!

No distractions

An important, even necessary detail you must remember before your next interview is avoiding every type of distraction possible. This will really help your job interview preparation. Two of the main distractions you should focus on keeping at bay are your phone, and drinks. The latter you may be confused by, but think about how distracting it would be for you to meet your employer with a drink in hand and sip it while you converse; not to mention the possibility of spilling it on yourself, or the employer. And the phone distraction you already know about – there’s nothing worse for an employer see you distracted by the buzzing or ringing of your phone.

Your arrival time

This should be rule #1 for any type of work commitment you are part of, but on the day of your interview it’s definitely the most important. Not only should you arrive on time to the meeting, but getting there early is also a good idea. You will impress the employer, and it will give you more time to relax before you start the interview. Bring something to read as you may have to wait before you start the interview, or anything that will help you keep it together and focus on showing how worthy of the position you are!

Dressing appropriately

Please, please don’t leave your outfit picking to the last moment. It may not sem so, but the way you dress for your interview will go a long way. I’m not saying you need to go all out on the outfit, but paying attention to what you wear is more important than you think. Start thinking about a combination that will have you feeling both comfortable and professional. You don’t need to go out and buy a new one, but if you think that a fresh suit will (literally) do the job, then go for it!

Whatever the job or interview is know that you have it under control. Confidence is key in these situations, so remember to bring your best game to the meeting. Also, don’t rush any of the questions and show how valuable of an addition you would be to the company. So, remember to keep your cool and take a deep breath before you sit down with the employer. Good luck, you will be great!

Via Herald Tribune : Conducting exit interviews that are worth doing

My last column was about onboarding for new employees. So it is only fitting that I cover the opposite end of this spectrum: conducting exit interviews for the recently departed.

One important consideration is whether the employee has resigned or been involuntarily terminated. Exit answers may be very different — and perhaps unreliable — for terminated employees.

These are some comments on the subject I gleaned from a question I posted at helpareporter.com. They make it apparent that getting good information from an exit interview can be difficult but is invaluable.

Employees who leave on their terms

“In cases where people are leaving on positive terms, you often get throwaway reasons such as compensation, or gentle rationales like, ‘It’s a great place and I wasn’t actively looking, but the opportunity is just amazing.’ This is understandable because people want to preserve relationships,” said Tim Toterhi, an Internatinoal Coach Federation-certified executive coach and founder of Plotline Leadership (www.plotlineleadership.com),

Employees who are terminated

Toterhi continues, “When people are let go or leave under a negative cloud, the response is often raw, exaggerated and hyper-focused on recent activity. You may learn something about the conditions that led to the event but you rarely get to the root cause.”

Other issues

“Few people are properly trained on how to conduct an exit interview, and fewer have a strategy for what they hope to achieve,” Toterhi said.

“Do they hope to find the root cause, uncover patterns in talent loss, win back key employees via a “stay interview” or preserve the brand through a positive final interaction? Teaching managers to have productive conversations with employees while they are still employed is much better.”

Kevin Huhn, chief inspirational officer at the motivational company Be Your Best Today, said that, “Exit interview answers often come out of desperation, not inspiration. I recall a situation where a female manager changed her story with HR and it resulted in a crying session.”

“I believe that people will do whatever is necessary to protect themselves. They’ll comply with exit interview questions if they feel safe. Most of the time, the answers are what they think the company wants to hear, or they use the opportunity as a chance to blow off steam. A life lesson I learned is that hurt people, hurt people.”

Jamie Press, senior vice president of PrimePay, a nationwide payroll provider, says, “The problem with conducting exit interviews is that employees are often reluctant to be transparent about the issues they are having with their employer.

“Exit interviews are important because a person has little to lose when they are no longer employed. Information collected in these interviews can be used to find patterns and trends to help shape decision-making in the future. For example, we can examine what most people think about our benefits compared to other companies. For us, it helps to understand the company’s strengths and weaknesses.

“We can help determine areas for management training or if there are areas of the business with on-going problems that need to be addressed. If there are specific employee-related issues, those can be examined as well.”

Start, stop or continue?

Lisa Barrington, a certified coach who is working on a doctoral dissertation on employee engagement, said “Ideally, exit interviews should be used to identify the reason the employee is leaving. Once identified, further query into the employee’s experience will be helpful for leadership, in particular if it is rolled up with other data (exit interviews, engagement surveys).

“Ideally, a firm wants to collect information from a “start, stop, continue” approach. What is it that the company needs to start doing that would have kept you? What do they need to stop doing that would have kept you? What did they do that kept you here up to this point? Demographic data should be tracked to identify if there are issues with a particular leader; or with a particular group leaving at a faster pace than others.”

Deanna Arnold, president and owner of Employers Advantage LLC, suggests, “If a company chooses to do exit interviews, they need to make sure they do something with the information provided by the employees.

“They should only be done with employees who voluntarily resign and not with employees who are fired or involuntarily terminated. Not only will the information from them probably be skewed, it isn’t a good idea to let someone go and then ask them to do the company a favor by completing an exit interview.”

“The expectation from conducting an exit interview,” Arnold said, “is that the employer will be able to get insight and information about the company, benefits, management, etc., to help them create a better work environment.

“Don’t wait until the employees are leaving to ask them those questions,” she said. “Conduct stay interviews instead.”

In summary, know what you want to get out of the interview and listen carefully. Your goals should include improving retention and minimizing risk and employee turnover by discovering why good employees leave. Ask open-ended questions about how to improve communications and processes and about how to work better together.

Then change what is needed to keep the good ones from leaving. Exit interviews should be part of your employee-engagement program.

Via Above The Law : Interviewing Advice For People Who Hate To Interview

Delivered through a charmingly overextended dating analogy.

In terms of the most dreaded activities in the legal profession, interviewing is right up there with networking and attending CLEs. To me, interviewing is the same as going on a series of first dates where you desperately want to be in a relationship and the other person plays it cool. You get all dressed up, make polite small talk, and laugh nervously. All the while, you are really just thinking “are we going to do this thing or not?” Beforehand, you wait in anticipation, hands sweating, as you play out all possible scenarios of how horribly wrong things could go, and afterwards you sit around anxiously waiting for the phone to ring.

My heart palpitates just thinking about it. Luckily for you, I’ve been on both a lot of first dates (as accurately predicted by my parents) and through many job interviews (as both the interviewer and the interviewee) and gathered my best survival tips below.


It is 2017, does anyone go on a date anymore without googling the person before? I think not. The same should be true for interviews. While you have probably already researched the company in order to prepare your application, it is time to take things to the next level. Hopefully, you know the names of the people you will be meeting with and can now put those years of internet stalking to good use. You don’t want to dive so deep that you freak your interviewer (or date) out, but if there is a piece of information readily available about him or her in a Google search, you should know it.

While you are doing your research, don’t forget to look yourself up. Do a quick search of your own name. The prospective employer is probably searching you as well and you want to know exactly what they will see. This is also a good time to review any interview materials you submitted. You will surely be asked some difficult questions during your interview but “where did you go to college?” shouldn’t be one of them.

You would probably put some serious thought into what to wear on a first date, so don’t forget to do the same for your interview. The most important thing is that you feel comfortable in what you are wearing, because if you feel uncomfortable, you will look uncomfortable. That doesn’t mean show up in yoga pants and a tank top that says “rosé all day on it.” Rather, find something that fits, makes you feel confident, and isn’t going to, in any way, distract your interviewer. The last thing you want is to nail the interview, but leave the interviewer asking, “do you think she will dress like that every day?”


Dates and interviews are all about first impressions. In order for either to be successful, both parties have to like each other (albeit in very different ways). This concept first came to my attention when I was interviewing for 1L summer internships. An interviewer told me that after a candidate has established that he or she has the minimum qualifications necessary for a job, the next consideration is whether he actually likes the candidate personally, and if he or she is someone he would want to work with on a daily basis. This is why it is so important to be yourself. If you pretend to be someone you are not and get the job, everyone, including you, will be unhappy when you get there.

Have you ever been on a date where it seems like the other person isn’t really listening to you and that he or she is just waiting for his or her turn to talk? Kind of sucks, doesn’t it? That is why it is crucial during a job interview to listen to understand, not just respond. Don’t just be interesting be interested. Ask questions, not just because you have to, but also because you genuinely want to know more.

This can be a really difficult thing to do. Particularly when you are nervous and want to make sure that you say the “right” thing. However, if you are constantly focused on how you will respond to something, you are never truly present, and that will be obvious to the interviewer. Don’t be afraid to listen fully and then take a moment to gather your thoughts and respond. Pausing to give a well thought out answer will usually be more effective than rushing to fill the silence.


If you went on a really good date, you would most likely want to see that person again right? But, maybe you wouldn’t reach out to him or her because you don’t want to seem desperate or you want him or her to text you first. Like I always say, “don’t play games in love or interviewing.” Just kidding. I’ve never said that before. But, it is still good advice.

Make sure you send a follow up thank you after your interview. It is not only the nice thing to do, but it also lets the interview know you are seriously interested in the position. If you are looking for a way to stand out, consider sending a handwritten note, because you know everyone else will send an email. Word of caution: make sure your thank you notes are short, sweet, and thoroughly proofread.

An interview, like a date, is in every way a pitch. You are putting yourself out there, proposing an idea, and have the chance to get hurt or let down in the process. The very best advice my business mentor has given me on pitching is to quickly put it behind you and move on to the next thing. Once you drop that thank you card in the mail, find something else to focus on. You can’t telepathically will them to hire you (but if you figure out how, please let me know) and continuing to think about it will only lead to anxiety. Instead, turn back to the job search, preparing for classes, or another project you have going on.

If you hate interviewing, this probably didn’t make you love it or feel super excited to do it. But, maybe it did make you want to go on a date? Either way, I hope the interview process seems a little less daunting now.

Via Forbes : Best Interview Tip: Stop Trying To Impress The Interviewer

Dear Liz,

I’m a big fan of your work. I’ve been in HR nearly as long as you have (since 1987).

I interview twenty to twenty-five applicants per week on average. I’ve noticed three things:

1. The more prepared an applicant is, the more confident and relaxed they are at the interview. When I can get an applicant out of “oral exam” mode, then we can have a real conversation about the role and their goals and background.

2. Applicants who are confident are much more likely to get a job offer than applicants who virtually beg for the job.

3. Applicants who use their energy trying to impress me don’t often succeed. People who come to the interview with their own ideas, stories, opinions and perspectives are much more likely to get the offer.

I hate to see talented people undermine their own candidacy by sending the message “Please choose me!”

Keep up the good work Liz —


Dear Melissa,

There are parallels between job-hunting and dating. When you’re dating and when you’re job-hunting, you need to have standards.

You have to know that you are worthy. If you go on a first date with someone who puts you on a pedestal and tells you “I don’t know if I’m good enough for you, but my fondest wish is to see you again!” you are not likely to be excited about the second date.

People who lack confidence in themselves don’t inspire confidence in other people. Most of us want to date someone with healthy self-esteem.

When you’re trying a fill a position, you want to hire someone who knows what they bring — even if they haven’t held this exact job before. You want to hire someone who can solve some of your company’s problems.

You don’t want to hire the person who begs for the job most convincingly. Any company that is looking for people like that to hire is an unhealthy organization.

I wish every job-seeker could see the videotapes that play in my head when I write or speak about this topic. I sat in countless staffing meetings where my fellow managers and I talked about the candidates we had met during the week.

Which candidates made our hearts beat faster? The candidates who knew their own worth, of course! We brainstormed about how to put together comp packages that would win those candidates to our cause. We never worried about snagging candidates who didn’t know their own value.

On many occasions I pulled a candidate aside and coached them on their interviewing posture. “You will be more successful in the second round of interviews if you remember that you are here for a very good reason,” I told them. “You did not get lucky when we invited you to interview. You could argue that we got lucky when you showed up. Remember who you are!”

Fear is a powerful motivator. When someone is worried about money, naturally they might begin to fear the prospect of losing out on a job opportunity. If they only knew how that fear radiates from them and sours their chance at the job, they might shift their approach!

To stay cool and calm during an interview, preparation is the key.

Read everything you can find about the organization and about your hiring manager. Put yourself mentally in the job and ask “What are the issues this manager is most likely to be dealing with?”

Spend a few hours mentally preparing for the interview. It’s worth the time investment, to make sure you are sharp and confident on interview day!

You have no one to impress. Anyone who can’t see your talents doesn’t deserve you. Stay in your body during the interview. Trust that when the right job for you shows up, you’ll know it and your interviewer will know it, too.

Thanks for the reminder, Melissa!



Via Forbes : If You Want To Fail A Job Interview, Just Say The Words ‘You’ And ‘They’

Did you know that in job interviews, high performers actually speak differently than low performers? In a research study called “Words That Cost You The Job Interview” we discovered that interview answers rated poorly by hiring managers contain very different words than interview answers rated highly. For example, bad interview answers use the word “you” almost 400% more than good interview answers, and “they” 90% more.

Textual analysis is still considered “rocket science” in much of the corporate world, but as early adopters of this fascinating science, we’ve analyzed the language and grammar of hundreds of thousands of real-life candidates responding to interview questions to assess the differences in language usage between high and low performers.

As a result, we know things like whether high performers primarily use the past or future tense in their answers, what kinds of pronouns and adverbs low performers choose, and so much more. The following are just a few of our ‘Holy Cow!’ findings regarding two of the big textual categories: Pronouns and Tense.


• First Person Pronouns: High performer answers contain roughly 60% more first-person pronouns (e.g. I, me, we) than answers given by the low performer answers (the ones in the Warning Signs category).

• Second Person Pronouns: Low performer answers contain about 400% more second person pronouns (e.g. you, your) than high performer answers.

• Third Person Pronouns: Low performer answers use about 90% more third person pronouns (e.g. he, she, they) than high performer answers.

• Neuter Pronouns: Low performer answers use 70% more neuter pronouns (e.g. it, itself) than high performer answers.

The data here clearly shows that high performers talk about themselves using first-person pronouns a lot more than low performers do. High performers might say something like: “I called the customer on Tuesday and I asked them to share their concerns…” Whereas a low performer might say: “Customers need to be contacted so they can express themselves…” or: “You should always call the customer and ask them to share…”

The reason high performers talk about themselves is that they’ve got lots of great experiences to draw from. But low performers don’t have those great experiences, and thus are more likely to give abstract or hypothetical answers that merely describe what “you” should do. Research has also found that when people lie, they often use more second and third person pronouns because they’re subconsciously disassociating themselves from the lie.

The lesson here is to listen very carefully to whether candidates are talking about “I” and “me” — which is good — or if they’re talking about “you,” “he” and “it” — which is not so good.


• Past Tense: Answers from high performers use 40% more past tense than answers from low performers.

• Present Tense: Answers from low performers use 120% more present tense than answers from high performers.

• Future Tense: Answers from low performers use 70% more future tense than answers from high performers.

Our research shows that when you ask high performers to tell you about a past experience, they will actually tell you about that past experience. And, quite logically, they will use the past tense to do it. By contrast, low performers will answer your request to describe a past experience with lots of wonderfully spun tales about what they are (present tense) doing, or what they will (future tense) do. Unlike high performers, they can’t tell you about all those wonderful past experiences because they simply don’t have them.

So, for instance, when asked to describe a difficult customer situation, high performers will respond with an example stated in the past tense. Something like: “I had a customer who was having issues with her server and was about to miss her deadline.” By contrast, low performers are more likely to express their response in the present or future tense. Something like: “When a customer is upset the number one rule is to never admit you don’t know the answer” or “I would calm an irrational person by making it clear I know more than they do.”

It’s also interesting to note that much of the time, present and future tenses are accompanied by second and third person pronouns (“you, he, she, they, did…”), whereas the past tense is linked to the first person pronoun (“I, me, we, did…”).

As we know from our Hiring For Attitude research, 89% of hiring failures come from attitude rather than from technical skills. And where does attitude manifest itself in a job interview? In the language that candidates use.

Textual analysis is truly a revolutionary idea that allows us to listen to candidates’ language and assess whether they’re headed towards the high or low performer camps.