3 mistakes people make at final interviews that will send their candidacy down the drain.
I thought I would do a video today about mistakes people make and final interviews The proof so costly and send their candidacy down the tubes.
1. You don't prepare. Preparation doesn't have to be A big dramatic thing. You can start off by looking at the LinkedIn profile the person you will be meeting with So you will have a degree of comfort Derived from knowing what their background is. Do a Google search to find any recent stories about them which, specifically, if you're an executive candidate, You want to know about these changes so that you can raise comments in conversation during the interview. If you are a staff level individual, you want to be familiar with some of them so that you can have a conversation with your future boss about them.
2. You start to feel bold. You start to feel cocky. As a result, you start to make new demands at the interview. That makes them scratch their heads and ask themselves, "What's with this person?" If you change your thinking about the role, you don't do it in the interview.You don't get arrogant. What you do is you stick with the program so that in this way there are no surprises.1 of the big lessons in recruiting is that surprises are rarely good. After all, If you're an employer and you start to hear a potential hire start to go crazy over money and talk about getting much more time off than raised previously, it just makes you scratch your head and go, "Where did this come from?" In much the same way for you as a job hunter you have been discussing one price and they come in $30,000 less, you go, "HUH?" They are no different.
If you start making crazy demands that come in and out of the blue, they will become turned off your candidacy.
3. This 1 can happen at any point in the interview, but final interviews are particularly treacherous about this Because in many organizations leadership is very good at it facilitating you taking your guard down. The mistake here is becoming too casual and to open in your conversations.
I remember an incident some years ago where client flew someone in for an in person interview because of the rare skill and experience this person possessed. They were prepared to relocate this person for the role. He met with his future boss and she asked him a question. His response was, "I will go into the detail once I am on board." In her mind, it was a brutal response even though what happened is they were so friendly with one another that he got to a point where he forgot that she was assessing him. As a result, he was turned down for this role and they hired someone else.
For you as a job hunter,, as much as they may be friendly and open and all sorts of happy along the way, they are still evaluating and assessing you. They are doing it in every moment of the conversation AND even in the pre-conversation. During the scheduling. At the receptionist desk, how you interact with the receptionist. In organizations that have them, 1 of the things I have heard time and time again is how candidates were obnoxious with the receptionist and he or she comes back And comments, "Where did that come from?" And people pay attention. This is an individual that they know, like and trust and, although they may not be performing the role, they taken as a signal.
Again, there are no "formalities" In ian interview. Everything offers them an opportunity for their BS detector to go up and cause you to be rejected.
Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves life coaching, as well as executive job search coaching and leadership coaching.
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