At the Job Interview, Your Behavior Outweighs Your Answers

Nancy prepared long and hard for her job interview. She researched the company, studied the job description, developed and practiced answers for likely questions, dressed appropriately, and arrived early. She really needed the job!

At the job interview, Nancy answered every question well.

Unfortunately, her behavior sabotaged her performance. 

When introduced to the interviewer, she said, “Thank you so much for seeing me. I really need this job.” After answering one of the questions, she added, “I hope I answered that sufficiently for you. I really need this job.” As the interview was ending, the last thing she said was, “Thank you for the opportunity to interview for this job. I really need it!”

Nancy, like many other job candidates, believed that letting the interview know she really needed the job would help her to get it.

But that’s not true. 

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As a matter of fact, being “too desperate” for the job is one of the most common reasons hiring managers will reject you, regardless of your qualifications. If they know how desperate you are, they will wonder to what lengths you will go to get the job—would you exaggerate on your résumé or lie during the interview? You don’t want them wondering about things like that. Be enthusiastic about the opportunity, but don’t be a “Needy Nancy.”

Here are six other behaviors to avoid during job interviews (despite the names, all behaviors apply to both men and women):

“Overly Familiar Fred” behaves like he’s best buddies with male interviewers, and flirts with female interviewers. He’ll smile, wink, joke around and try to come across as God’s gift to the hiring manager. It’s OK to be friendly and charming to a point, but there’s a line you should never cross. Professionalism is paramount. Don’t be an “Overly Familiar Fred.”

“Aimless Amy” behaves like she wants a job… and any job will do. It’s obvious to hiring managers that she doesn’t know what she wants to be when she grows up. Be prepared to communicate clear career goals and give compelling reasons why you want the specific job for which you are interviewing. Don’t be an “Aimless Amy.” 

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“Rambling Randy” behaves like he’s trying to win a talking contest. He goes on and on, telling personal stories and getting completely away from the point of the question. Listening is as important as talking. Don’t talk just to fill a temporary silence from the interviewer. Stories are good, but they should be relevant and brief. Don’t be a “Rambling Randy.”

“Emotional Emma” lets her feelings interfere with her performance. If a tricky interviewer insults her appearance or skills to gauge her reaction, she’ll become visibly upset—perhaps even burst into tears or hurl insults back at the interviewer. If you have a temper or cry easily—or tend to get overly nervous—focus on remaining calm during the interview, no matter what. I’m not saying you should hide all emotions; no one wants to hire a robot. Let your personality show. But don’t be an “Emotional Emma.”

“Arrogant Andy” behaves like he’s doing the hiring manager a favor by coming in for an interview. He speaks in a condescending tone when answering questions he feels are beneath him. He enjoys bragging about his accomplishments, never mentioning team efforts. He is confident that his qualifications are far superior to those of other candidates. He’s sure the interview is just a formality, and believes the job is his if he really wants it. No matter how qualified you are, it’s more important to be likeable. No one will hire an egotistical jerk. Don’t be an “Arrogant Andy.”

“Timid Tina” behaves like she’s afraid to be noticed. She avoids eye contact, speaks in a quiet voice, answers questions with the fewest words possible, and rarely smiles. When asked if she has any questions as the interview winds down, she quickly says “No,” and looks longingly at the door, eager to escape. Many people are shy; very few people enjoy being interviewed. But no matter how desperately you wish someone would hire you based solely on your résumé, it’s not going to happen—you’ll have to talk your way into the job. Force yourself to show confidence and enthusiasm. After all, you have a lot to offer! You can’t offer anyone anything if you’re afraid to be noticed. Don’t be a “Timid Tina.” 

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Interview Bloopers And How To Correct Them

I'm sure you've sat through movie or TV "bloopers" at the end of shows and laughed at the mistakes the actors make during the filming of the show. If I could put together a film with bloopers that people make in interviews it might seem funny as well – but not when it happens in real life - to you!

How do you avoid bloopers? First you become aware of what some of the pitfalls of interviewing are and then you prepare and practice so that it won't happen to you. Here are 10 of those very pitfalls to watch for.

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1. Poor non-verbal communication – slouching – fidgeting – lack of eye contact

It's about demonstrating confidence - standing straight, making eye contact, and connecting with a good, firm handshake. That first impression can be a great beginning, or a quick ending to your interview.

2. Not dressing for the job or company – "over casual"

Today's casual dress codes in the office, do not give you permission to dress as "they" do when you interview. It is important to look professional and well groomed, above all. Whether you wear a suit or something less formal depends on the company culture and the position you are seeking. If possible, call and find out what the company dress code is before the interview.

3. Not listening – only worrying about what you are going to say

From the very beginning of the interview, your interviewer is giving you information, either directly or indirectly. If you are not listening – turning up your intuitive - you are missing a major opportunity. Good communication skills include listening and letting the person know you heard what they said. Observe your interviewer and match that style and pace.

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4. Talking too much – telling it all – even if it's not relevant

Telling the interviewer more than they need to know could be a fatal mistake. When you have not prepared ahead of time you may tend to ramble, sometimes talking yourself right out of the job. Prepare for the interview by reading through the job posting; matching your skills with the requirements of the position, and relating only that information.

5. Being over-familiar – your new best friend is NOT the interviewer

The interview is a professional meeting to talk business. This is not about making a new friend. The level of familiarity should mimic the demeanor of the interviewer. It is important to bring energy and enthusiasm to the interview, and to ask questions, but not to over-step your place as a candidate looking for a job.

6. Using inappropriate language – you "guys" know what I mean

It's a given that you should use professional language during the interview. Be aware of any inappropriate slang words or references to age, race, religion, politics, or sexual preferences – these topics could get the door slammed very quickly.

7. Acting cocky – being overconfident – "king of the hill"

Attitude plays a key role in your interview success. There is a fine balance between confidence, professionalism, and modesty. Even if you're putting on a performance to demonstrate your ability, over-doing is as bad, if not worse, as being too reserved.

8. Not answering the question asked – "jumping in without thinking"

When an interviewer asks for an "example of a time," you did something, he is seeking a sample of your past behavior. If you fail to relate a "specific" example, you not only don't answer the question, but you miss an opportunity to prove your ability and tell about your skills.

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Competency-Based Interviews: 5 Steps to Success!

Competency-based interviews are intended to get the best from you, the candidate, whilst also fulfilling the needs of the organization to get the very best person for the job. There are some easy steps to make the most of yourself and have a much better chance of success.

Prepare well, but keep it sensible

As long as you know the job you are going for, ask for details of what you will be measured against. Ask for a set of competencies. Ask for a job description. This sets you up to succeed, not just because you are better informed, but also because you have asked - which will impress the decision-makers, before you even get there! 

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1. Get Creative Here is the time to use your own experiences to create 'stories' which you can use in the actual interview. These 'stories' are real scenarios that you have been a part of, which over a period of days and weeks beforehand, you write up. Maybe you will have 20+ initial ideas.
2. Leverage! Take the very best scenarios and write them out, bullet points first. Then flesh them out, whilst referring carefully to the competencies you've been given. It is amazing how you can 'tune-in' your scenario to include many, if not all of the competencies. And if you can't fit them all in, there will be a use for them - later!
3. Practice By reading through your scenarios (and by now you should not have more than six or seven) you will familiarise yourself with the contents, so well, that they will become second nature - even in the scary experience of an interview.
4. In the Interview There are some tactics in here too!
   
   • Using your scenarios make just three key points about what you've been asked. Make them relevant and the right 'weight'. Not too long or too short.
   • After that, leave space for them to ask more - that's what they are listening for.
   • Say 'I' a lot - they want to know what your personal involvement and experience was, not 'the team' or 'they'.
   • Have fun - whilst not contrived, smile and make some simple jokes, if you feel comfortable with that - they want to employ happy as well as capable people.
   • Can't answer? That's fine. Make sure that you reflect on your shortcomings by saying things like, 'It's one of the first things I want to develop in my next job - if you did your stuff on your scenarios and your competencies well enough, you will have covered 90% of the bases well and you'll be forgiven for not being 'perfect'. If you are really stumped - say so!
   • Ask questions - relevant, about their culture, focus on developing you, opportunities - the positive 'peopley' things (remember it's your chance to see if you want to work with them!).
   • Also ask about current issues they may be facing - you did do your homework on them, didn't you?
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5. Strong Ending!Keep the whole thing light, even as you leave at the end. Have a conversation in general terms - about anything! Do make sure that you ask them some things that are about them - they will love it if you ask them some open (what, how, when, where, who) general questions about your new job! About something nice in the building or their clothes - take as it comes and do what feels comfortable!
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Fired? The Interview Solution

So you were fired? Now what? How will you explain it when you interview?

There are many questions that plague job seekers. “What salary are you looking for?” is a big one. “Why should we hire you?” is another. And “Why did you leave your last job?” can leave you spluttering if you were fired and don’t know how to answer. And most people don’t! After they’ve stumbled through a few answers—trying in vain to phrase it in an acceptable way—and are not invited back for a second interview, their fears are confirmed. No one will hire them because they’ve been fired.

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Except that’s not what’s really happening. The problem is not that they were fired, but how they answered the question.

We don’t stay at a job our entire lives like most of our grandparents did. Not only is it common to change jobs, some believe it's the best way to leverage salary and career. While most of the changes may be of your own volition, odds are a few will involve being fired or laid-off. Companies are bought out, merge, and consolidate, which means inevitably there’s a duplication of staff. It can be as simple as the new president wanting to bring in his own team. He probably didn’t even look at your capabilities, He just decided you were …outta there.

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These departures aren’t as difficult to explain. You can say:

• “Our company was bought and the entire department was eliminated.” (It’s not me; a bunch of us were asked to leave.) Safety in numbers.
• “The new president wanted to bring in his own guy. I lasted about a week.” (It’s not me; the president didn’t even take the time to find out if I was good at what I do.) A prospective company can’t possibly hold something against you that’s so… impersonal.
• “The company was losing money and downsized.” (It’s not me; if the company had been profitable, I’d still be there!)

The common thread is, “It’s not me.” Therefore, I am not flawed, unwanted, performing poorly, or any other reason you can think up or worry about. But these types of partings, while they seem impersonal, can still have a detrimental effect. We’ll get to that in a minute.

The instances that cause real damage feel very personal, even when they aren’t. You are the only one who was dismissed, and what’s more, you know they’ll replace you. You’re caught off guard, angry, and frightened, too. In an instant, you’re on the defensive, which is usually where people remain. And that’s exactly what causes the problem.

Firing isn’t always about the individual, even though that’s who’s impacted the most. Sometimes it’s about the boss—especially bosses with issues. It might be about poor performance, but that’s not always negative. It could be the result of having different philosophies. For instance, the company may value those who work weekends, nights and holidays. You prefer to balance your life.

Once you’re fired, you can’t change the circumstances. But you can control how you view them. While departmental or companywide layoffs are easier to explain, they can also cause damage. You wonder, “If I’d been really good, wouldn’t they have found another spot for me?” In addition, you’re in an insecure place that sometimes is difficult to adjust to.

Take time to clear some tears or anger. If you’re tempted to recoil, rehash, threaten revenge or otherwise communicate with your previous employer, don’t. Remember one word: reference! Don’t burn your bridges. Leave the company gracefully.

Most importantly, detach yourself from the event and honestly examine what happened. That’s the only way you’re going to get any insight and begin adjusting your thoughts and perspective. There are hundreds of reasons for dismissal, so no pat answer will suffice. The unequivocal rule is to tell the truth. If they discover you lied, you’ll be wondering for a long time how you’ll pay your bills. So when you’re asked why you left – tell them you were fired. Forthright brevity is best. It’s all in how you phrase it. The trick is a shift in perspective, which is easier when you’ve purged the defensiveness and shame.

Don’t give a long, rambling story or blame the company, your boss, or anyone else. Were you –even partially- at fault? Take responsibility. Did you learn from the experience? Say so. Are you completely at sea as to what happened? That’s okay. Not every job is right for everyone. There are philosophical differences, chemistry problems, tough spots, and bosses who are difficult and self-absorbed.

Regardless of the reason, it wasn’t your perfect job or you weren’t quite what they needed. The great thing is that it was recognized (in whatever form) and everyone is moving on. The goal is to be real about what works for you and why the firing took place.

The first step, as trite as it sounds, is to look at it as a blessing. It may take some time to see, but no matter how bad it looks or feels, something good will come of it. Maybe it will be a better job, a chance to grow, or the realization that you hated your career – who knows?

But if you’re too busy being angry and defensive, not only will you miss the chance to capitalize on the positive outcome, but you’ll also keep experiencing negative consequences. When you're in a victimized frame of mind, you'll miss recognizing an opportunity and continue to perpetuate your unemployment.

Let’s examine two answers to the question: “Why did you leave your last job?”

HOLDING-ON HENRIETTA: I don’t know. I was doing my job. Everyone liked me. They always came to me for advice instead of our boss. When the other manager left, they promoted the assistant. She’s maybe about 28. I guess they thought she’d be good just because she’d been there a long time, but she really was a shrew. I think she hated me. She was always talking down to me. One time she took credit for one of my projects. She’s the one that should have left! I’m glad to be out of there.

OBJECTIVE OLIVIA: I was fired, actually. The assistant manager was promoted to manager because she had seniority and she was very good at her job. Unfortunately, she was young and perhaps she thought respect was automatically accorded instead of earned, because when everyone else began coming to me instead of her, it didn’t seem to sit well with her. Despite that I excelled in my responsibilities and met my goals, she let me go. I’m sorry to have had to leave the company. I learned a lot there.

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Three Easy Steps To Finding A Legitimate Data Entry Job By Diane Cruz Platinum Quality Author

By Diane Cruz

Job Vacancy Indonesia, Employee, Vacancy 

When most people think of data entry, they think of it as typing documents, not as ad posting jobs. That's why most of these non traditional data entry jobs get a bad rap. A lot of people don't understand the new concept, as this field has evolved quite a bit since the internet world came into play. Data entry is used as a broad term in many of these jobs, so that throws people off. Because ad posting jobs consist of typing ads, they are automatically thrown into the home typing and data entry category. I don't think of it as misleading, I think people just need to get used to the new concept the virtual world holds to data entry. Ad posting and submission jobs are actually very legitimate programs. These have become one of the most lucrative jobs the internet has to offer. The good part is, these jobs don't require experience with vast typing skills, as a lot of these ads can simply be copied and pasted. Just about anybody can do them that can obviously learn how to follow instruction, read and write English and has a computer. These are pretty simple requirements. Because it's an online only job, these jobs are open internationally as well. They were created for the purpose of companies saving out of pocket costs as they are commission based. This allows for a higher pay for each generated sale, therefore everyone wins.
Home typing and data entry jobs are great for stay at home mom and dads or students too. They provide a lot of flexibility and freedom for one to have, not to mention working from home in general can save quite a bit of money on gas and child care costs. Many people desire a work from home job, but are afraid of trusting these websites due to so many online scams. It's unfortunate because they're the ones who lose out in the long run. The programs will always find workers, but not everyone will find a trusting job to work from home. It's all about educating yourself and taking the time to do research. The reason why most people fall prey to scams is simply lack of research on a company. I've been guilty of the same thing. But I learned simple techniques to be able to verify legitimacy before I jump into something. It's not that the actual ad posting program is a scam, it's the company to which you join is what you need to worry about. There are a lot of fake employer websites and criminals that simply built fake job opportunity websites in order to cash in on the admission fees. So the first thing to do is figure out what it is you want to do, then make sure the program actually works, next step is to find a good and reliable company. Three easy steps to finding a home job. There's quite a few easy ways to check out a company such as the BBB or to run a Google search. Those are always the first two things I do before entering into anything. It might be a bit of a pain, but in the long run it's worth it for what you get in return.

Options for Managing Customer Relationship Data

By Wayne Hemrick

Job Vacancy Indonesia, Employee, Vacancy 

These days many companies are experiencing extreme information overload when it comes to customer data. Customer relationship management is becoming so over-whelming that the only viable option is finding a good customer relationship software (typically known as customer relationship management or CRM software) to organize, synchronize, and access all this information about current and potential customers.

The customer is the most important element to any successful company. It is therefore imperative to have convenient access to all of the customers' information that might be helpful in increasing sales. The most common information stored in CRM software is related to marketing, customer service, and technical support, allowing all departments within an organization to be "on the same page" for each customer. The customer won't have to constantly be bounced back and forth between departments to get an issue taken care of. Efficient customer relations management is the way to move forward for most types of businesses.

Incorporating a new software into the daily routine of a company can be an inconve-nience, but in this case the benefits definitely outweigh any drawbacks. Implementing CRM software is the best way to find, attract, and retain customers. CRM software also reduces the costs of marketing and customer service because all "known" information is centrally stored, accessed when relevant information is sought, and doesn't become redundant; once something is known about a customer, that info is stored and doesn't need to be found or asked again.

A customer relationship manager is a main key to marketing success for medium and large companies that need to keep large amounts of information about their customers organized and synchronized. Also, with highly organized information, the customer will feel like the company your on top of things and, as a result, they will have a more positive image of your company.

What is the best customer relationship manager software for your company? Look for a CRM (customer relationship management) vendor that has web based tools (known as cloud computing), and software as a service (SaaS) - information accessed through a secure internet connection, but displayed in your Web browser. These two popular trends among customer relationship software vendors are signs of dedicated support and quality service.

In addition, look for a CRM vendor who has been around for several years and isn't a fly-by-night company who will leave you hanging when you need support.