You are listening to Trinity Employment’s, a player matchmaker podcast starring your host and the cofounder of the Staffing agency Tulsa Trinity Employment Specialists, Cory Minter. Hi, welcome to to
a player matchmaker. I’m Cory minter with Ethan May and we are wanting to add value to job seekers and employers and the title of this podcast is 11 things not to do in your interview. Um, and you can see our podcast and go to many more of these um, email@example.com on our website where you go to that as you go up to the career center and down to podcasts. And we would love and be grateful if you shared this with anyone that you know of that is looking to try to find a job and maybe struggling with their interviewing. Interviewing can be, it’s really generally the simple things that get you in trouble. And we’re going to be talking about some of the mistakes that we see here at trinity because we’re interviewing probably God, I don’t know how many people were going to interview this week alone, but we’re bringing in roughly 30 to 50 people a week to come in here.
And interview. And so we have a lot of stories. We have a lot of experience and things that probably should never have been done. Ethan over here is probably going to have a lot of great stories for us. Um, but, uh, we would really just appreciate it if you shared this. Um, this, this particular topic I think is going to be helpful for that because a lot of people just miss out the simple things. And so we’re, well, let’s, let’s dig into this Ethan and see if we can’t help some people who are trying to become great at interviewing. Who likes doing this? Anybody want to raise their hand? No one likes interviewing that I know of, especially those that aren’t really naturally good at her. Yeah. Yeah. So we want to try to help somebody that is struggling with that. Yeah. It’s an, it’s a very easily intimidating process going through an interview.
And so our last podcast we talked about against more interviewing tips and a little bit of a different way, but, uh, we had some stats that I kind of want to repeat here just because they’re so good and they’re still applicable. Yeah. Do it to this one job. [inaudible] does a, like an annual recruiting funnel benchmark report and their report from 2017 said that the average conversion rate from interview to offer was 19.78% back into the and 16. That translates to about, uh, you know, five interviews per offers. So we’ve talked before about glassdoor.com doing Staffing agency Tulsa studies that show only 2% of people who apply for a job actually get called in for an interview. When you realize that only 19.78%, then get the job of that 2%, you’re looking at a really, really small number from just everyone who applies for a job. And so when you really in there for them for an interview, it’s really important that you take advantage of that time to really make yourself shine.
Really make yourself a candidate that, that hiring manager wants to hire. You know, you know what stinks for the, I mean, we had this interviewing process and you can read studies about this where a lot of great institutions like Harvard would say, one of the worst ways of determining whether somebody would be a good employee is the interviewing process. And so I hate it for people who naturally are just not good at this sort of thing. Like, you know, interviewing for me was actually a good thing. Yeah. Because I could use my personality. Um, and you know, I’m great and sales and so it really favored very well for me. But you know, you take my wife who’s completely different, she hated this process from her. I think she actually did very well with it, but man, did she hate it. And there are some people that just have stage fright.
You know, you talked to Cassie, our, our business, uh, our business, uh, recruiting manager. Holy smokes. Does she have anxiety? I’ve, I’ve wanted to bring her on this radio show. She refuses, absolutely refuses. He’s like, I’ll quit if you make me do that. I don’t know. She does not want to be on, well you know what, what was crazy is we brought her in and did a complete group interview, which, you know, well and she, she told me later once we harder, she said, I don’t know how I made it through that. Wow. Really? Yeah. So I hate it for people. Sure. Who really naturally struggle with this, this party. She’s phenomenal at her job but she doesn’t like that interviewing process. She gets stage fright. And so that’s why we like doing these podcasts with tips for interviewing, how to interview well, because we know not everyone is like you and me, Corey, you kind of enjoys the interviewing process cause we like to talk to people on the kind of like that, um, that challenge.
But, um, we’ve got lots of tips here that we’ve got today and, and, and quotes as well for encouraging you and your interview process. I’ve got one quote actually that I really liked and it really applies to what we’re talking about today, which again, our topic today, you know, 11 things not to do during your interview. We’ve got a quote from Verne Doshi who is from a wired differently. He says, we can never fall short when it comes to recruiting, hiring, maintaining, and growing our workforce. It is the employees who make our organization’s success a reality. So again, you know, re you know, solidifying that idea of sometimes you got to hire for skill. But what we do at trinity a lot you’ve said is we hire for culture fit and how people can get along in the office. And that so often takes precedent over what you can actually do.
Cause you can, you can only hire a character. You can train skill. That’s right. We want good character and listen, a lot of people are moving to that by the way, and, and successfully doing so and, and so I, yeah, my opinion is I think that’s one of the best ways to hire because men, if you’ve got a great service but you create a culture over time, I mean one personal change your culture and you get a culture of not doing the right thing. Listen, it’s not going to take long for the city of Tulsa to know what it is that we stand for and it can change. You know, the bigger you get, the quicker and easier you can lose culture. Oh, definitely. Sarah Cooper, who is the author of how to be successful without hurting men’s feelings, non threatening leadership strategies for women. Uh, she has a great quote that I really like.
It says, when hiring, we look at a variety of factors including education, experience and skills. But the biggest factor by far though, is a candidates ability to fit in with our existing culture, which again is big and makes it a lot harder on people who may be a really great fit, but they’re terrified of interviewing. And so it’s quotes like these and the realities that they speak to that really make us want to talk about things like this to help with the every process. And what if you see someone that you think has promise but they really just didn’t do well in the interview? I think it’s important to maybe spend some time calling the references. Yeah. You know, because I’ll tell you, man, missing out on an a player. Oh my gosh. If you, if you missed an a player because they, the interview didn’t go great and you hired a, B or c level player, you just cost your company.
We’ve talked about this in previous podcasts, ridiculous amounts of money. So it’s, it’s really important if you get a sense, you know, we’ve also talked about, you know, the important of following your intuition. And, um, sometimes that might just be calling a reference and seeing what they say. But let’s get into this. Let’s, let’s talk about it real quick. One, one of the very first things that I really liked because I used to teach a class a long time ago and every student called me crazy on this one thing. And the first, the first thing it says not to do is make a Staffing agency Tulsa mistake. What does that mean? Don’t have grammatical errors on your resume. Um, many people will call you out on it. You know, I have some, we had some managers ice to recruit all the time and I had one manager in particular and it did not matter how great the quality was.
Like if they had 10 years of experience in, you know, this was for a medical field in Ob Gyn as a medical assistant, which by the way is very difficult to find. If they had that and they had a grammatical error on the resume, it was done. Yeah. And you know, as, as a recruiter I was like, well we, we, we, we attention to the experience and listen, if you get somebody that’s really important or it’s very important to them is attention to detail. Um, I’ll tell you, a lot of people passed on that I thought were great candidates, but they had, they didn’t pay attention to their, to the resume and we weren’t going to go and doctored up on them and trying to put up plastic piece that was perfect in front of them. Yeah. And the, I mean it’s, we’ve had, I don’t even know, we’ve had multiple podcasts that are solely devoted to the simple mistakes that happen in interviews.
And this is one of them, but a, it’s super true. Yeah. I mean I’ve had all sorts, I’ve had people who’ve, who have spelled their name at the top and then like in their email address, it’s like a different spelling or something where they sign their name in the email with a different spelling. And I’m like, did you misspell your name on your resume? You know, like things like that. It’s hard for the recruiter or the hiring managers are not to be like, oh, come on like that. Really, you can’t even make that simple of correction dose. Luckily they hired someone to do the resume, but if you didn’t take enough time to look at it to see that your name was misspelled, doesn’t speak well and doesn’t really set you up for a great, you know, and then the next thing is don’t limit your job search.
Um, you know, I was, I was teaching a class, um, at Tulsa tech in front of a lot of students, like a lot of students. And I had one student that just wanted to be argumentative and listen, they weren’t horrible. And I think that they had the best intentions, but they’re like, listen, man, I’ve heard some bad things about indeed and that he just shut up. Yeah. You know? And I said, well, what do you mean? He said, well, I’ve just, I’ve just been told not to use indeed. All right, listen, you’re getting, and I’ve told him this, you’re not going to find a, another person that hates indeed like I do. They have ran up the price on us like crazy. I mean reduced the uh, the quality of what it once was and is just so frustrating as they try to milk more money out of you and then change the system while they do it and the system is all jacked up and man did they throw us so there’s no one that would love to jump on the bantering of indeed.
But I was like, listen man, if you ignore indeed because your buddy didn’t like it, you’re going to ignore it. Yeah, you’re going to ignore a big piece of the pie. And he was just, you know, he was dead set on that. Well I heard bad things about ZipRecruiter. Well listen, what I’m trying to say, and this is exactly what I told him, you’ll want to get as many systems working for you as possible. I said if you get the indeed, whether you lock it or not, it is a system that obviously works. History shows it, and if you will fill out your profile completely on there and get that system working for you and then go get another system working for you and then go get another system working for you. Because you know people are going to choose different ways to advertise and you don’t know if it’s going to be indeed zip recruiter, Linkedin, we’ve got glass door now.
We’ve got Facebook, we’ve got craigslist, there are so many different things. Careerbuilder, monster name it, there’s new website every day for that. So don’t limit your search. Um, the, the next thing is, is um, your job search only online. I think this is a big mistake. The reason is, is because many studies, in fact, if you don’t, if you don’t buy me on this, we’ll go type in the most, uh, successful way of getting a job. And, um, a Gallup poll that was put out that was put up said that 80 as many as 80% of jobs are found through some form of networking. Yeah. That is, that is way different than what I thought. I believe it though. Um, I, I did not, I didn’t even think that that was possible. And especially because we spend a decent amount of money on some of these other websites and win that many jobs are found through networking.
Um, it was kind of surprising to me, but so I went to another research platform to try to find it. Um, [inaudible] magazine said the exact same thing. Whoa. Then monster said the exact same thing using a different result. Listen. And so, but if you think that a traditional way of getting a job is go to the newspaper and get online and apply, I think that you’re mistaken. I think that you need to go find some networking groups and, uh, begin to reach out to your friends through social media or other, other means as well. And not just rely on online. Yeah, no, that’s true. And that seems really foreboding, especially when you hear the word networking. It seems like something that only the higher ups in the Muckety mucks in the business world do, you know, and networking events. But sometimes it really is a simple as just, you know, finding some different, you know, job site groups online or finding a networking groups or just talking to your friends or previous managers you’ve had and just kind of hearing who they might know and what they might know what’s going on.
It never hurts to ask. I mean that’s the only way I got this job here with you again was my, uh, my previous manager in the company I worked for knew you and he knew I was looking for a job and we had chatted and he, and then he connected me with you. You know, you don’t even know this but we were talking about something completely different. I was trying to get, I was trying to get his snow cone check over to one of my customers, you know, and we do this every year, you know, we’ll send it out to Saint Francis or you know, uh, you know one of our big, big groups that we work with. And uh, and so that’s what I was trying to do is send that out is get a snow cone check over there. Cause like, you know, by the way, you know, and they was just, it was just circumstance that, that that happened.
But that happens every single day and just make sure you’re the top person that people would be willing to refer and you know what your social media, your social media people are going to go look at it and make sure that it doesn’t, it doesn’t throw you under the bus, but let’s move on to the next thing. Um, you don’t want to contradict yourself. Um, and you just got to pay attention to what you’re saying. You know, if you contradict yourself in an interview, I’m going to be very concerned that you might begin lying and you’re not really being truthful, you know, be very careful with doing that in the best rule of thumb is, is just tell the truth even if it’s not flattering to you. Yeah. You know, just tell the truth. Be Authentic. People will appreciate, especially in our day. We talked about it with the, with our last podcast.
Authenticity is really, it’s, it’s a disappearing quality unfortunately sometimes. So people will really appreciate that. The next thing is, is insult your former employer. Even if you ever had anyone do this ever to you as I can’t, what are you saying? Don’t do it people, all my goodness, there are a few things that are bigger turnoff than Nate. Why did you leave your last job? 12 minutes later you’re still going on about unfair the manager is and how you did nothing wrong and um, please don’t do it. It’s okay to say, you know, I just didn’t have great experience with my previous employer, previous manager. I’m just looking for a different company at or forest somewhere a little bit more welcoming and you know, accepting and where I feel more supported. That is such an incredibly professional way to say it instead of just bashing on them over and over and over.
What have you noticed this, the more emotional or the more, the more descriptive that it gets, the more I start getting concerned. Oh yeah. Oh definitely. I mean, yeah, you can almost set a timer and the longer the timer goes, that is like the, the, the percentage increase of how, how much I’m ready to not hire that person. I think you might be a little bit more patient than me because I tried to say, all right, let’s try to move on here. Sure. Yeah. Um, the next thing is, is, um, under do it, you know, don’t be a slob. Candidates who are unkept, you know, unshaved and poorly dressed, they just don’t get the job. We talked about it just a minute ago. Even if you don’t have to dress up, if you’re hard, at least make sure that you dress up above the interviewer that you’re going to be meeting with.
And if you’re working with a staffing company, at least if you don’t mind, ask. Yeah, we’ll tell you, we’ll help you. We want you to represent yourself well. It’s really important. And so we can, we can do it. We can do that for you. Um, the next thing is you don’t want to show your desperation. Um, if you become, if you appear to desperate, um, it will really not farewell for you. Um, and, and, and mainly people want to hire people that are in demand, not people who are desperate for a job. You’ve got to be careful with that, especially in, this is where my heart goes out to people who are really, really actually genuinely desperate and their family needs them to bring in a salary that that is what that is. What concerns me with that. But I really think that you got to hold your composure together and, and really don’t, don’t share that.
I think it’s really important for you to do that. We’ve got two more and then we’ll get out of here. Um, show your tattoos. You gotta be, make sure that you, um, that you have arm links that you can, you can, you know, in an interview, you don’t know what a company’s policy is going to be on that there are many companies and they have zero problems with that whatsoever. But the thing is, is when you go, you don’t know. And I’ll tell you if you do have tattoos will, um, the last thing that you want to do is to be ruled out because of something like that that is simply easily covered up. Sure. Now I think the, in today’s age more and more companies are probably leaning towards that’s not as big of a problem, but you need in a, in an interview, I think it’s very wise even in today’s Staffing agency Tulsa society that you make sure and cover those up, find out what they think about it and then, and then begin decide whether you want to, you know, what you’re going to want to wear at work.
And I see you, you are eyeballing me there. Cause you can see my tattoos spoken out of my sleeve a little bit right now and was this just really passive aggressive comment and it was intentional and on purpose so I could just really, really, really take a Jag. Exactly. No, it’s good though. That is good. What you said. It’s always better safe than sorry. You know, like it, you might get in there and see that your interviewer has a tattoo that you can see and then, you know, okay, well it’s okay if I get this job, there’s no problem. But yeah, way better safe than sorry then then find out the hard way. I think it’s even just more respectful. You know, you, you don’t know what people view and maybe they view peep things a little bit differently and, and maybe you guys disagree on the Tattoo thing, but what if they’re a great manager for you and you just want to make a point.
Yeah, I get it. You might want to make a point because you don’t agree that having a tattoo as no indication on whether or not you’re going to do a good job or not, it really doesn’t. We get that. But if you guys differ on that and you miss a great opportunity for, I really think it’s just, it’ll be sad, you know? Yeah. That’s the thing. The last thing is, um, is never give up. Believe the best is yet to come and it will help you. It will give you hope. One of the things that a, it is a struggle for a lot of people is hearing a lot of no’s, but I wanna remind you that it doesn’t matter how many no’s you here when the thing is, you only need to hear only one of the right yeses. You only hear one yes on the right job and all of those nos no longer matter. Keep that in mind as you’re doing your job search. Hope that encourages you at Trinity. We would love to help you find a your next job. If you’re looking, give us a call, (918) 622-2588 or you can visit us online and get more episodes of this Staffing agency Tulsa podcast on our firstname.lastname@example.org.