Richard Phillips’ Post

Signs of a Subpar Job Interview! So, you've just wrapped up a job interview, but it didn't quite go as smoothly as you hoped. How do you discern whether it was just a middling performance or a complete flop? Let's delve into the indicators and the subsequent actions to take: To begin with, let's explore the telltale signs that your interview may not have hit the mark: 👉 Expressed concerns from interviewers: If during the interview, the interviewer seems to harbor doubts about your background, skills, or knowledge, it could signify trouble. For instance, if they question your qualifications in areas closely aligned with the job requirements, it may hint that you're not quite the fit they were seeking. Example: Let's say you're applying for a marketing role, and the interviewer expresses uncertainty about your experience with digital advertising strategies, a crucial aspect of the job. This could signal that your suitability for the position is in doubt. 👉 Duration of the interview: The duration of your interview can provide insights into your performance. While an interview that exceeds the allotted time might indicate engagement and interest, be wary if it's extended due to your own long-windedness. Conversely, a rushed or abruptly concluded interview could imply that the interviewer has already made up their mind about your candidacy. Example: If your interview for a software engineering position is cut short, possibly due to a lack of questions or abrupt closing remarks from the interviewer, it might suggest they've determined you're not the right fit. 👉 Lack of communication about next steps: A notable red flag is when the interviewer fails to outline the subsequent steps in the hiring process. While occasional oversights can occur, especially with less experienced interviewers, a genuine interest in your candidacy would prompt clear communication about what to expect next. Example: Imagine you've just completed an interview for a project management role, but the interviewer doesn't mention anything about the next stages, such as follow-up interviews or assessments. This silence could indicate a lack of enthusiasm on their end. 👉 Intuitive feeling of disconnection: Sometimes, your gut instinct can be a reliable indicator of how the interview went. If you sensed a disconnect or lack of interest from the interviewer during the conversation, it's worth taking note of. Example: Despite answering questions confidently during an interview for a sales position, you couldn't shake off the feeling that the interviewer was unengaged or disinterested. This intuitive perception might align with the actual outcome of the interview. Are you preparing for an interview and you need support to nail it? Let's talk. Drop me a quick message or write "Interested" below, and I will reach out to you. Impacting lives, not impressing them. #interviewskills #tessnyman #katkonsult #bestadvice

In the last 8 months, I have had an opportunity to be on both sides of the interview aisle - as a candidate and as a manager. From those 100+ interviews, here are a few lessons 1. Find a way to get in front of the line: When I opened a job at Balbix we got an overwhelming number of resumes in the first week. I am sure every hiring manager grapples with the same problem. Good candidates will get lost in the noise. But when I get a referral, I review the candidate diligently and ask for feedback. As a candidate, everytime I was introduced through a mutual connection the chances of a first conversation were close to 100%. There is no better way. I am surprised more people don’t try this hard enough 2. Prepare like you want the job (even if you don’t want the job): When I first meet candidates, I always ask what do you know about Balbix. And, most candidates give a very generic description. That’s not impressive. My view: Follow the company, follow the CEO, read the last 3 PRs, check G2 or peer insights, research their competitors. Be curious and ask insightful questions. It shows you are interested. You will stand out & be memorable. 3. Talk but keep it brief: When interviewing remember to keep your responses structured and short. As a candidate, I like the STAR framework. It helped me think clearly and structure my responses. As a manager, if a candidate launched into a 10 min tirade talking about their background and experience, I’d tune out and never tune back in. 4. Find a distraction-free environment for the interviews: I won’t elaborate on this, because this is 101. 5. Be responsive: I might be guilty of not doing this myself but during the interview process if a hiring manager or recruiter reaches out respond back as soon as you are able. As a manager, I always appreciated candidate who responded back quickly. 6. Write a brief thank you email: If you want to write one, keep it brief. If you had a good interview, you have made your case. If you didn’t, a thank you email won’t save you. 7. Understand the process: As a candidate, there were cases when I interviewed with 8-10 people in an organization spread out over two months before they went dark. Candidate should always ask about the process from start to finish & the timelines to manage their own anxiety. Good managers know the process. The ones who don’t — think twice. Anything else?

Don't Make These Mistakes in Your Job Interview We all know that job interviews can be pretty nerve-wracking. You're in the hot seat, trying to impress potential employers and land your dream job. But here's the deal - it's not just about knowing what you should do; it's equally important to understand what you shouldn't do during that crucial interview. Don't Show Up Unprepared: Don't skip researching the company, the job description, or the industry. Know their values, recent news, employees' feedback, and what they're looking for in a candidate. Don't Forget Your Online Image: - Don't overlook updating your LinkedIn profile. Recruiters often check it. Don't Be Late: Punctuality is key. Don't be fashionably late. Plan your route, expect some traffic, and aim to arrive a tad early. It shows you're reliable. Don't Overshare Personal Stories: While bonding with the interviewer is great, don't overshare personal anecdotes. Focus on your professional achievements. Don't Lack Enthusiasm: Don't show a lack of enthusiasm for the job and the company. A lack of interest is a red flag. Don't Forget to Showcase Problem-Solving Skills: Don't forget to share stories of how you've tackled challenges. Problem-solving prowess is like gold. Don't Interrupt the Interviewer: Be an interviewer's dream, not a nightmare. Don't interrupt them. Let them finish their sentences and show some courtesy. Don't Oversell Yourself: Don't come across as boastful or insincere. Confidence is great; arrogance, not so much. Don't Speak Negatively About Past Employers: Avoid speaking negatively about past employers or colleagues. Focus on what you've learned from your experiences. Don't Provide Inconsistent Information: Ensure that your responses match your resume and the information you've provided. Don't Bring Up Compensation Prematurely: Don't initiate compensation discussions too early in the interview. Wait until the employer brings up the topic. Don't Neglect to Come Up With Questions: Failing to ask questions at the end of the interview can signal disinterest. Your inquiries should showcase your genuine interest and proactive mindset, leaving the interviewer with a positive impression of your curiosity and enthusiasm. Don't Make Assumptions: Don't assume anything. Ask clarifying questions to get a clear picture. Don't Waste Rejections: Use rejections as learning opportunities for the future. Seek feedback and apply the lessons to your next interviews. Incorporating these points into your interview strategy will help you navigate the process more effectively, presenting yourself as a well-prepared, professional job candidate. Remember, interviews are not just about showcasing your skills, but also demonstrating your professionalism and engagement. You've got this! #JobInterview #Jobtips #Jobopportunities

This might be a bit controversial, but as an applicant, here are some of the "unpopular" things I have LOVED! 1. One-way video interviews Personally, I can get anxious talking to someone live and having to come up with things on the spot. I've done 4-5 of these and I loved being able to practice my response, jot down notes, even re-record. And I could do it on my own timeline. One of the best experiences I had? They sent me a list of questions and then gave me the option of setting up a live interview with a recruiter, or answering via one-way video. I really felt set up for success here! 2. Projects/Skills-based Interviews I have really enjoyed getting to do some sort of project as a part of my applications. When applying to Zapier, I did 5 short responses - an email to a runner up for a role, feedback to a hiring manager, etc. In an interview I was able to show how I would approach sourcing candidates for a role. Personally, I am not always the best at explaining what I would do clearly so I really liked the opportunity to show how I would do the work. 3. Group Interviews I've gotten to do a handful of interviews where multiple people interviewing were in some stages together - it's been about 10 years since my last one and it's not right for every process, but I surprisingly liked it! In one, each of us did a small "sample teaching lesson", and the other candidates were "students". The interview process did not feel competitive (we were up against a bar for admission vs competing for a single role), and it was fun and supportive! I've had a few cases where we discussed an issue and were able to show how we might seek input from others, listen, synthesize, etc. It's easy to say, "I'm empathetic" or "I'm a great listener" but these group interviews really put that to the test. I often see people pushing back on these methods or saying they'll exit processes that ask for an activity or one-way video interview. And I think it's perfectly fine for everyone to have their boundaries and decide what matches their expectations for their next role. But when used appropriately and in the right contexts, some of these methods can actually contribute to a great candidate experience, a more equitable and engaging process, and help a candidate have a better idea of what they'll be taking on in the role!

🥇 MORE HARDCORE INTERVIEW ADVICE FROM A RECRUITER... Many interviewers only reserve 30 min for you, and they may need to cut you off when that time runs out. DON'T WASTE THAT TIME TALKING ABOUT UNIMPORTANT THINGS. ⌚ Keep a clock nearby so you stay aware of the time. If there are important things you want them to know about you, make sure you get them in. ⏱ Get your answers down to 30-60 seconds to allow for conversations to unfold. The more you can engage the interviewer in the conversation, the more they will get to see the real you, your personality, and your communication style. 📏 Practice being succinct in your answers when they ask you things like... Q. What interests you most about this role/company? A. Tell them 1-2 things you are excited about, and describe your genuine passion or familiarity with the product, brand, mission, or values of the company, then ask them something about the company that you are curious about. Q. Describe a time when you went through a major change at work. A. Employers want to hear that you do not fear change. Tell them briefly what the change you experienced was, and don't go into a long story about it. Then lean into how you dealt with it and how you helped those around you adapt as well. Q. What are you looking for in your next position? A. This should be your "Elevator Pitch" to summarize what you do well and how you want to use those talents in your next role. Keep it to 30 seconds to allow for the interviewer to respond. If you are applying for higher-up positions avoid saying that you are "eager to learn", or "willing to be trained", most companies are looking for people who can get to work right away with little training required, as they don't typically have the time and resources to spend getting you up to speed. ❓💰 💻 🐕 👶 Make sure you are prepared to ask YOUR questions. This could be the most important part of your interview. It is your chance to make sure the role and company is a good fit for you. In the early stage of the interview process ask about topics that can be a deal breaker for you. Don't wait until you are far into the process to find out things that would have been a no-go from the start. You don't want to waste anyone's time, especially yours. If the salary was not posted, you absolutely should ask about it. I always have the money conversation in my first interview to ensure we are all on the same page. If you don't have time for your questions, ask if you can send a follow-up email to the interviewer or recruiter. It will show you are giving thought to the role and help you gain more insight. The best interviews are the ones that turn into great conversations. Keep things moving to allow time for those conversations to unfold. 👊 NOW GO CRUSH THAT INTERVIEW! Reach out if you would like more of my insights - Happy to share! hashtag #InterviewTips #PersonalGrowth #CareerAdvice #InterviewSkills #Recruiting #Humessence

Having read my tips for applicants, someone asked about some tips for hiring managers. As I come out of several interviews, here you have some tips fresh from the oven: 1. Do your homework. Know the candidates' profiles and write down your curiosity lines so you can follow up. Why did they stay so long or so short on that job? Why are they jumping or staying or not moving? Anything that sparks your curiosity. Do you know any listed supervisors? Follow your gut (it is not your gut; it is the part of your brain that is not linked to communication; thus, it cannot 'speak' to you!) 2. Relax and help the candidates (and the panel) have fun. Your job is to get the best out of the candidates, not to put them to the test (unless your gut is saying something is not adding up!). Recruiting is so serious that you cannot be serious while interviewing. Laugh, crack a joke, offer coffee. Help them shine, but take notes of what you're not satisfied with. Smile throughout! The interview should be light, fun, and friendly. The debrief with the panel will be heavy, cold, and thorough. 3. Park your ego and identify your biases. This is not about you. Yes, you have the power, but it has been given solely to get the best possible person to achieve results. Beware of your likes and dislikes, and be open about your biases with the panel members. Help each other mitigate them. If you think you have no biases, hurry to the mirror! We all have plenty; the sooner we identify them, the better equipped we'll be to mitigate them. 4. Be curious and spontaneous; leave your bureaucratic comfort zone. The questions and the protocol are mechanisms to ensure fairness and get information from the candidates about their capabilities, skills, competencies, personalities, likes, and dislikes. They do not bind your brain and judgment. If you are not getting what you need, be fair to the candidate and ask again or differently. It is in your best interest to get the best person to deliver results, not the best interviewer. Beware of those that tell you all you want to hear. Chances are you're listening to yourself and your biases! 5. Face the music and give feedback: During an interview, only you, the hiring manager, can make a mistake. Time will tell if you made the right decisions or not. In any case, it is your decision, and candidates deserve an explanation about it. Be sincere, clear, and well-intentioned. No one likes to be told they were not selected, but we all appreciate being given the respect and courtesy of a truthful explanation, even if we disagree. By the way, if your feedback is that they should have given better examples, remember you are the master of ceremonies of that event. You could have asked then! It is not about the answers but what you concluded from them. GOOD LUCK

If an interview feels like an interview. It's probably just that, and you probably didn't stand out. Take control of your interviews by nailing the following: 1. Know your story-Don't just "walk people through your resume." Your resume should have your major accomplishments listed, and clear description of your job in the overview. Use your time to walk them through a very compelling story that fills in the gaps of your accomplishments. Call out, elephants in the room or gaps in requirements proactively, and then explain how you have supplemented for them, or why other strengths would not make this miss a deal breaker. If you're simply answering a question and letting them check a box, you have lost control. 2. Use information you already know about the internal workings of the company to highlight why your skillset would be perfect for the role. This only works if you are penetrating your target landing spots and having conversations with employees. 3. Reach out to hiring managers directly in non generic way. The reach out should include: * A problem you know they are trying to solve with this hire. * Your unique experience in solving that problem. * A soft call to action- "if you'd be interested in learning more about me, I've already applied for the role, and look forward to meeting you in the process!" *Major bonus points-Attach an initial outline of how you would attack the major responsibilities of the role in the first 6-12 months (high level, but with enough detail that lets' them know, you are a student of their business.) 4. Drop knowledge bombs-The more you see someone taking notes after you drop a theory, or story, or pose an illuminating question the better. You want to bring things to the table they have not thought about, or have only potentially discussed privately with colleagues. This opens the door to lots of organic and practitioner focused conversations that can really separate you in a sea of hundreds of applicants. 5. Follow up with intent. No, I hope this message finds you well, and I enjoyed our time. But, instead discuss the most topical area of conversation in the interview and reiterate how your unique skillset can help them achieve what they are looking to accomplish. The market is hard right now. I know so many talented people that are struggling to find a new landing spot. Stay positive. Keep going. Your time and your perfect place is out there! You got this! I hope this helps! #MrRevenue #interviewskills #newjobs

3 mistakes people make all the time when interviewing- something I've learned from hiring managers over the years. these are really common, and very avoidable 1) MONOLOGUE THROUGH RESUME - every interview starts with tell me about yourself, and hiring managers have told me it is very boring to hear a candidate monologue through their resume history. SOLUTION: be aware that they have your resume, approved it and chose to speak with you, so add personality the answer and talk about why you got into the field or why you like what you do or something interesting. Every interviewer is looking for 2 things: 1) that you can do the job and 2) to see if they like you. Use the "tell me about yourself" answer to show them who you are, outside of the resume 2) NO QUESTIONS AT THE END OF INTERVIEW: Q: "Do you have any questions for me" Bad answer: "no, we covered everything I was hoping to ask" everyone goes into the interview with questions ready to ask, but if you only have a few questions, then sometimes those questions do get answered. SOLUTION: have "backup" questions, personal questions to the interviewer, that showed you did your research. questions about the role usually do get answered during the body of the interview, but having a list of extra questions ready to go so you never have to reply with "no, none" I have received several emails from hiring managers after an interview for a candidate that was 50/50 and the tie breaker was "and they didn't ask any questions at the end " 3)NOT TELLING THE INTERVIEWER YOU ARE INTERESTED IN MOVING FORWARD Some candidates try to keep their excitement or interest close to the chest but don't get this part messed up- the surest way to not move forward is for the interviewer to think you would not accept an offer if given. why would they want to go through the whole process of getting an offer if a) they don't think you would accept it or b) they don't think you would like it and would leave after you started SOLUTION: "this has been very pleasant, I really appreciate your time, and would be interested in moving forward with next steps. Are there any answers I shared today that left a doubt I would be a fit for the role? if so, I would love to clarify before we end the meeting. these are all insights I've gathered from speaking with hiring managers who interviewed qualified candidates but ultimately decided not to move forward. if you thought this was helpful - feel free to share, you never know who has an interview this week and maybe this makes the difference of them landing a job bonus tip: what to wear for a video interview? wear what you would wear if you had a video meeting with a client. that's what they want to see.

When I was interviewing for a new jobs I thought I made it through them quite well until the end when the interviewer asked me if I had any further questions for them. Being honest and thinking I covered all my bases and put my best self forward during the interview and not wanting to take up more of their time. I would always reply: “No, I have no further questions. Thanks!” The interviewer would then conclude the meeting, often saying they would get back to me in the next few weeks. Needless to say I never heard back from those companies and of course never got the jobs I was applying for LOL Looking back, I could see why I never got a call back from these companies. By not asking questions and wanting to know more about my interviewer or the company I had signaled that to my interviewer that I was uninterested in them and frankly didn’t care about them at all. It was like I was having a full conversation with them and only talking about myself the entire time, major ick. When reflecting deeper, I found that I was too focused on presenting my best self and thought that showing my best qualities would positively influence my interviewers into giving me the job. But it had the opposite effect. Because I neglected to engage and connect with the people I was with, I probably gave off the impression I didn’t care about them and I probably wasn’t someone they wanted to work with. And in turn my +influence attempt to ace that job interview and get a job was very unsuccessful. Upon discovering that I need to use my questions to connect with my interviewers. I spent some time finding good questions to for when I hear “Do you have any further questions for me?” These are the ones that resonate the most with me: - Why did you join this company/ team? I would love to know what your decision process was like and your story. - Given what we’ve talked about for this role, could you share with me what a successful team member would be expected to do/accomplish/ achieve at their first 3 months or 100 days at the company? - What qualities do you notice in people who are successful at this role? And lastly my favourite: - what is your favorite thing about working at this company? And why? For those searching for jobs: What are some interview questions you ask during interviews? For interviewers: are these questions that would pique your interest in a cadidare? Or what questions would you like to see an interviewee ask? #positiveinfluence #jobsearch #interviews #interviewquestions

What’s the worst interview question you have encountered? Interviews are uncomfortable. If you’re asking irrelevant questions, you’re setting the stage for an awkward interaction. #interviewing #jobs #hiring #staffing #newjob #interviewtips