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Episode #21 | Staffing Agency Tulsa Podcast | 11 Most Common Interview Mistakes Part 2

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You are listening to Trinity Employment’s, a player matchmaker Staffing Agency Tulsa podcast starring your host and the cofounder of Trinity Employment Specialists, Cory Minter. How welcome to the a player.

I’m here with Ethan May and we are with Trinity Employment Specialists and we are always trying to add value to the employers and the employees that we service. We are always working with employees and we want to make sure and bring some of the best education that we can, um, to, to the people that we serve. And so this particular this on podcast, the title of it is the 11 most common interview mistakes. This is obviously a mint for interviewee, uh, interviewees, um, for, for the process. But listen, we think that this content is really important for potential interview interviews for people that are going to them because there’s so many things that are really common, really easy to fix, that if you put some thought into it, it can really, really help and change your circumstances in your interviewing. And so we really hope that this helps you.

This is part two of this. So we, we went through action item steps number one through six. We’re going to hit seven through 11, um, in, in this particular podcast. Um, but before we get started, let’s, let’s go ahead and start off with some of the stats. We mentioned the first two top stats of um, behaviors the interviewers found negative. Tell me about the other ones that, that are on this list. Sure. It’s a long list but definitely quite a few that the jump right to that pretty easily. This was a study done by simply hired and yeah, that the top two, um, you know, most negative behaviors that a, that hiring managers disliked and interviews was arriving late to an interview in whining. But the one right underneath it is one that’s super true and when they’re actually going to talk about today is it said 89% of employers are hiring managers will immediately think negatively on an interview if it seems like that candidate is showing up with a lack of preparation.

Like they show up and they just have the, they had zero preparation for this walked in the door. We ask everyone that comes in to interview, to work here at Trinity. Um, tell us what you’ve found about us. Yeah. Every single time. And you can tell a lot, you can tell the people who are trying to make it up. Yeah. And people who were genuinely interested really went in there and, and worked, worked on trying to learn who is it that I’m going to be meeting with. Yeah. And that is well that’s important not just for the Staffing Agency Tulsa interview, but that’s important for you as a candidate who is trying to interview, trying, you know, to see if this is a place that you want to work. It’s important for you to, to be prepared, kind of do a little bit of research into this company and a little bit more into the job that’s really helpful for you.

Not just the, the, the manager as well. Um, but another one that, that, that people felt was pretty detrimental. I mean, it said that a 76% of interviewers will pretty immediately feel that the interview went poorly. Um, if you do not have very much eye contact with the interviewer, if you’re constantly looking down or looking around or looking at your, your hands and twiddle your thumbs for something, I can speak from experience. I hate it when I’m interviewing someone and I’m looking at them and I feel like they not once even letting you know they’re not engaged. Yeah. That’s what exactly what it feels like. It feels like they’re not engaged, feel that they’re distracted, feels that they would rather be doing something else. That’s what it feels like. Well, that’s just a nonverbal cue that we have here in the United States and in traveling to other parts of the world.

Myself, there are some things that it doesn’t bother them over there. Yeah. You know, uh, you know, in Brazil is what, um, is what I’m talking about, but it doesn’t, it doesn’t bother them at all. They like being close to other people there, there are no spatial, um, limits. You know, here in America we have those in America. If you don’t maintain eye contact with someone, basically what you’re telling them is that you are not interested. Either you’re not interested or you’re not confident. You know, if you break eye contact with someone most likely that that meets either you’re not interested or you’re, you’re just very insecure and in an interview you probably, those are probably two qualities that you would prefer not to, not to share with someone else or get them to perceive you that way. Yeah, definitely. You know, in this last stat, it just makes me thankful that these podcasts aren’t interviews cause it says 63% of hiring managers really dislike when people ramble.

And uh, that’s kind of all we do and rambling. It’s just all we do is kind of our mo at the end of every podcast for like, wow, we should probably wrap this up. We’ve been going way too long, but a, yeah, 63% of of interviewers really disliking when people are just rambling on and on and on. You know, one of them that I’m seeing here, Ethan, that I think is really important. I just want to make sure, uh, pointed out, especially for somebody who’s new, who is going to be newer to interviewing is bad mouth and your former boss, it’s probably not going to work well for you. This is, this particular stat says the 88% of interviewers view that as negative. I just want you to think about this for a second. Um, most likely your interviewer is going to be some type of manager.

Um, I don’t know of too many managers, me included that have not had some pretty negative things said about how they handled the situation. Um, and most likely your manager is going to identify more with the other manager then they will. That’s right. Yeah. And so, you know, whether it’s justified or not, um, you might want to stay clear of that. Now there is, I have had some, some people really say to me, I do not want to speak about, about the manager and I’ll drag it out of him because I want to kind of know. And, um, and I’ll tell you, I’ll tell you, I’ve, I’ve heard some, uh, really, uh, had some sympathy of, of someone who was genuinely trying to protect their manager. And when I found out what happened to him, I was like, oh my gosh, this poor person, you know, they, they showed a lot of patients in, not in, in just holding back the right things.

And, and so, uh, I just want, I just want you to know that jumping out of the gate, bad mouth in your manager, it’s, they’re probably going to identify more with the Staffing Agency Tulsa manager then they will you, and you’re going to separate yourself as being, as being quite different from him. So I don’t think that it’d be a good, good, good idea. Yeah. And again, we mentioned this in part one of this podcast, but a lot of the interviews we’ll have questions like, why did you leave your last job? Just out of curiosity. But it’s that fine line of being able to talk about why you left if it wasn’t a good environment, if you didn’t really enjoy the management, didn’t feel supported and just bad mouth. And, um, you know, it’s like some people I’ve come across my interviews, they use the phrase, I don’t want to speak ill of anybody or if my former company they use that as kind of like a get out of jail free card.

They say that and then they say whatever they want as if that them saying I don’t want to speak ill of anyone makes it better. You know what I mean? It’s like when someone says I’ll bless their heart and then they say something really mean about someone you went, whoa hold on. That’s kind of it. And it doesn’t work, you know. But uh, but sometimes yeah you do get people where you say, man I really don’t want to talk poorly about my, my managers and um, and they’re very diligent about that and that comes across much better to an interviewer then. Yeah, just bad mouth them. Yeah. There’s a big difference in saying that I don’t want to speak ill of my, of my manager and keeping quiet and then I don’t want to speak ill of my manager, but I really do want to speak bad about them.

So I’m getting ready to tee off. Um, you know, so just make sure that you are restrain yourself there and be professional. Um, what, what are, what are some, uh, some quotes about this before we get into our, um, into our action items? Sure. I’ve got a quote from a managing editor over at CNN, BBC, um, who is conducted dozens and dozens of job interviews and he said this, he said, I’ve conducted dozens of job interviews. I’ve seen the good, the bad and the ugly and I’m constantly amazed at the very basic things that candidates screw up. So that tees us up for what we’re talking about here. Um, the first one, I’m going to read the first six real quickly and then we’re going to dive in to the others. The first one is arriving late. We talked about that arriving too early, um, that, that can really throw something off.

An Ethan told a story in our last podcast about somebody who had an interview at 3:00 PM and they started, they showed up at 10:00 AM, you know, that’s, that’s pretty early. Um, appearing unpolished is not going to look good for you. Bring not bring a resume, especially when you might have someone that you were going to meet with, um, or that you, you needed to meet with that you were unaware of it. So make sure and bring extra copies of your resume. Um, displaying low energy. If me or Ethan displayed low energy in this podcast, most likely, regardless of our content, you probably turn it off. The same thing will happen with an interviewer. Um, they’ll, they’ll turn it off and, and, uh, you don’t want that to happen. Number six, focusing too much on themselves. When you listen to somebody talk and brag about themselves too much, you, uh, no one really likes to work with someone like that.

And, um, and a lot of times you’ll talk yourself out of a job in or out of a job just by trying to brag on yourself too much because it’s really difficult to work with somebody that, who is self focused like that. So that brings us to number seven. We’ll talk a little bit more about it seeming unprepared. Um, we ask every, every interview, um, what questions might you have for us? That is an indicator for me on whether or not they’re prepared. Um, I liked to hire someone who really thinks about the job and they want it bad enough that they actually prepare for it. And, um, we also asked them the simple question, tell me what you know about trinity. It’s really, really, um, important to us that people are interested in us. Do you have something to say about seeming the unprepared?

Sure. I mean, you can see it very easily as well. When someone comes in for an interview and you ask them, even sometimes I ask basic questions, things like, what do you think are some of your strengths and weaknesses? And they’re like, oh, wow. Uh, okay. Throw me for a loop on that one. How do I throw you for a loop on the most basic interview question anybody can ever ask? You know, it seems like they didn’t even think about it. Whereas I remember when I interviewed, uh, here at Trinity, I spent all morning sitting there like going over potential interview questions. How I would answer this, how I want to answer that, like researching trinity so that if something were to come up in the interview, I wouldn’t seem like, you know, unprepared. Just, I was just fumbling through an interview. Yeah. Yeah. Um, number eight is not having any questions, which ties right in with a seeming unprepared.

Um, we, we talked about that a little bit, but really just from the interview, uh, you know, for the interview ease standpoint, good grief. Do you not want to learn? You’re getting ready to go and work with these people. It’s probably spend more time with them than you do your family. Um, are you not curious, you know, about their culture, you know, ask them, describe your culture for me. Can you describe what a day is going to be locked in this position? Is this a pretty stressful position? What are the stressful areas at this position? Your experience? What are some of the things that people really enjoy in, in your, in your experience, in this position? You can learn a whole lot as ask them about their management style. You know, what, what um, what equals success in this position? Um, what, what, what in your mind would equal failure?

What would you like to see happen in the first 90 days? A lot of this gives you some information to prepare for this position, but it, it blows me away. Ethan, how many people just eh, I’m them. I’m good. And I just think it’s a big mistake because you want to be really particular at where you go work I think. Yeah. I mean I have a friend who works in HR in a company here in town and she told me that she does all the interviews and if, if she ends an interview and someone doesn’t have any questions, she says for the most part they are immediately just, I don’t want to hire this person. Really? Yeah. Because it seems like they just do not care if they are curious. They haven’t done their homework and um, that while it may be a little more extreme than me, I don’t necessarily immediately disqualify someone for that.

It is true in hiring managers. Really. They asked that question. Not as just a nice way to end the interview, but they genuinely want to know. Do you have any questions for me? Yeah. Um, the next one here is a interesting cause. I can’t remember if it was this, this particular podcast or the, the, the part one of this that you brought it up, but, um, asking weirdly personal questions, but mainly for me, I’m thinking going into an area that is weirdly personal. You know, when you, when you said you asked that person, tell me about yourself and all of a sudden they’re talking about dogs that they’ve bred and asking you if you want a dog, you know, and I didn’t even ask them about, tell me about yourself. I had asked them like, so I end up leaving your last job. And we somehow got into the fact that they do freelance part time dog breeding.

And then I’m 10 minutes later they’re asking, do I want to, Doug, you have any friends? Don’t one dogs. I could definitely drum up some business for my company if you want to do that. And I’m like, Whoa, whoa. Where are we going here? You know, let’s, let’s get back to the interview questions and it was very strange. Yeah. So if you really, really liked dogs, that’s probably a wrong direction. You didn’t bring up dogs, you know, but I don’t need you telling me about the process of how you breed dogs. That’s not something I really need to. Well, are you looking for a dog? You know, I could probably hook you up on, I’ve got a buddy. Um, uh, the number 10 is for getting to follow up, man. What a great opportunity to help yourself to dis, to just stand out. Yeah, definitely.

I mean, when you think about it as well, you’ve got, I think the average from glassdoor.com was over 180 applicants for a single job on average. And only 2% of those people actually get called in for interviews. And so after recruiters, hiring managers go through so many resumes and people in jobs, they interview multiple people. And what better way to help. What better way to make you stand out and have your name constantly be on top of that person’s mind than just shoot them a quick thank you email and say, hey, thanks for the interview. I really appreciate it and appreciate it. Talking about this specifically and hope you have a great day, what, what do you think is the percentage for you, and I know you’re guesstimating here, but like how many people send you a thank you? 1%. Yeah, 2% maybe. Yeah. So we just interviewed someone at our Staffing Agency Tulsa and I got to thank you from today meant a lot to me.

Really did. It really does. It’s not something that everyone does by any means. And so when someone does do that, you really shine. You really stand out. I know the guy’s interested. Yeah, I know he is. Yeah. And I know he wants it. Um, and that’s, that’s something that’s really, really important to me. I’ve said don’t lose this opportunity, man. Sure. After an interview with people, this happened to me multiple times. I’ve called them because I got them an interview with a company. I call him. I say, you know, hey Joe, this is Ethan with Trinity Employment and we interview a little bit earlier this week and they oh right. Yeah. Okay. Like they’ve forgotten about me already and that’s discouraging to me because I’m trying to help them get a job and they just went to my interview and left and it shows me they don’t care.

So when someone falls up it, it’s really amazing. Yeah. Last one and then we’ll get out of here is following up too aggressively and, whoa. Have we had that here? Um, you know, the thing that I would really caution someone with is just when you follow up, try to be helpful. Hey, is there anything that, that you needed to learn from me in the interview that I wasn’t able to share? Um, listen, I just want to make sure and be helpful. Uh, if there’s anything that you need from me, please, please give me a call back. But man, calling over and over and over again, I, I can almost guarantee you’re going to talk yourself out of a job. And so I, I think that you should follow up, but be very careful with that. Um, and make sure that you are helpful and not annoying. It’s, it’s really, it’s really important that you do that. So, um, we’ll wrap this up. If Trinity can help you in any way with your job search as an employee or helping an employer with a job search, we would love to. That’s why we’re doing this is to add value to both of those two people. Please give us a call at (918) 622-2588 or you can visit us online where we have a lot of information for employees and employers, including this podcast@trinityemployment.com.