The nerves get the best of them and they endup doing stuff that sends out bad impressions to recruiters or hiring companies.Here we share with you five of the worst interview experiences we had, alongwith some insightful advice on how to avoid them.
“One interviewee came in an hour late for a scheduled interview and blamed his mum for not waking him up’’
Direct Placements – we have been in the business of recruitment and training for quite some time now, and you’d be surprised to know that a lot of interviewees come in late for interview for different reasons. Oversleeping and forgetting to set an alarm are two of the most common, yet also worst reasons because they are preventable.
Lateness is greatly frowned upon by all hiring managers because it is an indication that you do not value other people’s time. It also demonstrates that you do not take the opportunity seriously. If you can’t prepare for such an important moment, how do you expect an employer to hand you a position, especially one that demands good time management and organisation skills?
Avoid getting caught up in this situation by sleeping early the night before an interview and making sure you set your alarm.
“An interviewee said she had a couple of shots of vodka to calm her nerves before going in but started falling asleep in the middle of the interview.”
We totally get how nerve-racking interviews can be, especially if it’s your first time. However, a few shots of vodka or any alcoholic beverage prior to an interview is not the best way to quell that nervousness.
If an interviewer smells alcohol in your breath, the first thing that comes to mind is not because you’re trying to calm your nerves but probably you’re always inebriated. With that, you’ve already hurt your chances of getting hired because you have already set the perception that you could bring your drinking habit into the workplace.
Feeling interview jitters? Get over it by practicing and visualising the interview in your mind. Doing these things will allow you to anticipate questions and situations and come up with smart answers.
“One interviewee was badmouthing her previous employer so bad to prove her point for leaving her role.”
We know that some employers are just so bad, it’s hard not to talk bad about them. But, one hard and fast rule in the job search process that you must keep in mind is that “if you don’t have anything nice to say, don’t say anything at all.”
Speaking ill of your ex-employer because the company didn’t pay you well or your manager was a nightmare to work with reflects you in a negative light. Rather than criticising, take the high road and focus on the good aspects that you’ve experienced in the company. It will also work in your favour if you say something about your contributions since you’re the one being interviewed after all.
“There’s this one applicant who came in for an interview with very little knowledge about what the company does and what the position he was applying for entails.”
Researching a company is one of the most basic things expected of applicants. It’s a subtle way of expressing one’s interest in the operations and initiatives of the company. Believe it or not, though, many are still not doing it, and it’s putting them at a disadvantage.
Skipping to learn more about a company sends a clear message that you’re not willing to put any effort to understand the business. Also, if you don’t know much about an employer and their culture, values, and practices, it can be a challenge to show them how you are a good fit for the company and how you can add value to their operations.
The best thing to avoid this colossal blunder? Check out their website and social media pages. Doing so will provide you enough information and insights about the company that you can use to do well in an interview.
“A new graduate applying for an entry-level role had turned the interview into a conversation about her personal perceived defects. She used up all her energy worrying that she might not be qualified for the job.”
Know that a job interview is a time to speak up about yourself and the value proposition you can bring to the table. It is not about picking on your qualifications or asking, “do you think I’m qualified for the job?” or “I don’t have an experience in this – is that going to be a problem?”
Allow the interviewer to tell you if there is a problem with your background. You don’t have to ask it directly because they will make the assessments later. Rather than concentrating on your imaginary defects and asking if you are qualified for the job, do the one thing that will get you hired. That is to impress the interviewer with your accomplishments, learning, and stories. A competent and confident candidate always gets the approval.
Alister Ali – Direct Placements