Improper behavior in job interview

We've all had this experience--the bad feeling when a job interview is going very well and suddenly goes wrong. It may be reflected in the faces of hiring managers, perhaps with embarrassing pauses. But when it happens, we can all feel it exactly.

Common interview mistakes include saying bad things about your former employer, failing to do a full research on the target company or position, so you can talk about too much superficial knowledge, and so on. The recruitment website CareerBuilder.com released a list of the top ten interview mistakes in the year, including proposing to take the hiring manager's car home and flush the toilet during a phone interview.

"Thanks to the rise of social media sites such as Facebook and Twitter, there have been some new stupid interviews." The desire to share everything in life through the Internet with friends and even strangers is invading the most intimate environment of the recruiting office. In addition, the need to stand out in the clutter of web information has also increased the pressure on people to appear unique.

The author of the Wall Street Professional's Survival Guide, the New York Employment Guide Roy Cohn (Roy Cohen), said Our education in social life leads us to believe that we have to excel in a certain way, and we are encouraged to be bold, but that is not necessarily the trait that recruiters want candidates to bring to work, and they want to find someone who can fit into the group.

Excessive sharing of personal information has become a major mistake in job hunting. Here are 10 examples of sharing too much information, alas, so much information is shared by these people.

"I'm sorry I was late, but my husband and I were arguing and we were always arguing," he said. ”

Lisa Chenofsky Singer, a New Jersey executive and career-management director, Lisa Chenovsky that a candidate was 20 minutes late for a job interview and when his partner poured water for her, Chenovsky-Singh asked her about the traffic. She replied that it was bad along the way and that she and her husband quarreled about who was responsible for sending the child to day nurseries. I went on to ask, ' Is this the way it usually is in the morning? ' she replied that that was why she had lost her last job and continued to tell me that the company did not respect family life. ”

The candidate not only exposes himself to a stubborn marital problem, but also says before sitting down for his first round of interviews that these issues affect her inability to work on time, and she expects employers to tolerate that. Chenovsky-Singh said, "In the short time you get to the coffee table, you can have a lot of information about the candidates, and people will talk much more casually." Her resume is very good, but her life has been very confused, I think I can not give her life to bring more trouble, I have to make things simpler. ”

"I'm being trained in anger management because I've played with a colleague before." ”

Corporate Virtual Work team boss Slonda Downing (Shilonda Downing), a company that helps businesses to recruit remote office workers, said, "There are some candidates who tell me about their anger management issues and their perceptions of gender, age and other things, All this could lead to an interview failure. One recent candidate said he was being treated for anger management because he had beaten a colleague in an American company, which is why he wanted to work from home. ”

Major personality flaws, especially when they involve personal injury, should not be raised in an interview. Talking about disagreements with co-workers or managers is a reason to leave a previous company, usually as a warning that you can't be a reliable and rational employee in a new position, even if it's just a telecommuting employee. "If a candidate mentions this, he is usually considered a person who cannot handle the situation in a professional and non-violent manner," downing notes. "Unless you are asked to disclose some kind of psychotherapy you are receiving, try to find an honest way to work around it."

"Oh, you are very nice, too." ”

Winnie Anderson, who helped recruit employees in the casino gaming industry, said, "There was a man who asked a junior recruiter to interview him during the interview, and the recruiter found a reason to leave the interview and come to my office and tell me about it," Winnie Anderson. She was really flustered at the time. Anderson called the candidate to his office because the interviewer was so upset that he couldn't go on interviewing the guy. "Then I thanked him for the interview and explained that we couldn't consider hiring him because he wanted to go out with Jane, which was an inappropriate move in the interview," Anderson said. And he said, ' Oh, you're cute, too. I told him he could leave now. ”

This is a self-evident thing, and any degree of teasing (whether vague or blatant) in the interview process should never happen. This type of behavior should in particular not occur two times in the same interview.

"My former boss was a demon, and it really hurt my mind," he said. ”

"I have a client who has just freed herself from a very difficult job and her boss is really a demon," Cohen said. Working for that person can be extremely stifling, and she does feel that she was unfairly treated when she was fired. But, Cohen says, no matter what the situation is, she should not focus on what the interviewer doesn't need to know.

Differences between managers and subordinates are common, but if the interviewer knows that the employee is traumatized by a bad relationship with the boss, it will not benefit the candidate. "When interviewers meet candidates, their role is not a therapist," Cohen said. They don't want to know the secrets you may be hiding in your heart, they just want to know if you're up to the job, whether your mind is basically healthy, and whether you can fit into the group. ”

Providing information beyond that range may make them question whether you are right for the job you are interviewing for. "Anyone who has done his homework will find that the person my client is working for has a reputation for being incredibly difficult to collaborate with, but she should come up with a more appropriate way to talk about the gap," Cohen said. ”

"Oh, that's because I just took a dose of ribavirin." ”

Chenovsky-Singh said, "I interviewed a candidate who swore that she could do a great job, but she spoke at a surprisingly slow pace and took a long time to say a word, and I wanted to pull those words out of her mouth." "Given that the candidate may be suffering from some legitimate health problems such as hypoglycemia, Chenovsky-Singh asked her if it was her usual speaking speed," she replied, ' Oh yes. Because I will be very nervous before a meeting or report, and I will take a dose of ribavirin beforehand. I guess I'm not that bad, don't you think?

It's normal to have some nervousness before the interview, but before taking the medication, determine how the drug will affect your temperament and performance. Chenovsky-Singh said, "I didn't judge her personal interview style, and I was more concerned that there might be other things I needed to know," which led to the conversation straying from whether the candidate was qualified for the job.

"The other person you're interviewing? ”

"I have a client who's interviewing, and he knows someone who knows is interviewing for the job," Cohen said. He asked the interviewer what qualifications they wanted for the right candidate and what other candidates they were considering. Then he went on to say, ' Besides, I hear you're interviewing So-and-so for this position. I want to remind you that you have to do due diligence before you hire them. ’”

Denigrating others, especially your competitors, in an interview will not add points to your judgment or character. "First of all, that information does not require him to provide it, and he is presented in a very inappropriate way," Cohen said. That makes him look too competitive and shows that he is not a "team player" who is very co-operative, or is not necessarily a job.

"Just a little itchy. ”

Danny Burcholi-Smith (Dany bourjolly Smith) is a recruiter for a professional service provider serving chief executives. "I've recruited a sales director for my company, and from that candidate's resume, I'm very nervous about interviewing him face-to-face," he says. His remarks were impeccable during the interview. Suddenly, he put his right hand into his socks and shoes and began to scratch his heels. ”

Burcholi-Smith described the itch as "momentum ferocious", and the candidate, while tickling the itch, spoke with equanimity and answered questions. At the end of the interview, I tried to be as unemotional as I could, not to hold his hand, but to touch my elbow awkwardly. He must have noticed that I didn't hold his hand. ”

Acting strangely and not professionally is a great sign of danger for a job interview with a client (in fact, no matter what position), especially when it comes to health issues. Burcholi-Smith said, "Of course I didn't hire him, and if he did that in the interview, I could only imagine that he would do it in front of our clients at the sales meeting." ”

"I locked a mental patient in the room and gave him a lesson," he said. ”

Professional Job Search Guide: A real-world story from employment Counseling and executive recruitment (a Hooker ' s Guide to getting a job:parables from the "true" dour counseling and Bruce Hurwitz, author of Executive recruiting, said, "A few years ago, I was hired to hire a general manager for a non-profit organization that provides services to the homeless, most of whom are intellectually underdeveloped." "He screened out a candidate who was impeccable and qualified and took him to a client for a full interview. When asked to cite examples of how to deal with mentally ill patients, he told Hoevitz's clients about a patient who refused to go out of the library in his institution.

"One day, the candidate waited until the man walked into the library and locked him in the room," he says. The man asked him to let him go out countless times, and he refused until the man was incontinent. The man swore that he would never set foot in the library again. ”

When asked to list practical examples of your skills and experience, it is best not to mention rough, contentious cases, such as the abuse of others to make them behave, especially if the other person is intellectually stunted. "Sadly, the candidate thought he told my client about a positive example of his judgment and didn't understand why he was rejected," Hoevitz said. ”。

"Sorry, I'm mmmm hot." ”

"I have a client who happens to be in menopause and sometimes mmmm hot," Cohen said. According to Cohen, the candidate wore a layer of clothing that was easy to wear off. During the second round of interviews, she was visibly beginning to feel hot flashes. ' She explained to the interviewer that she was in menopause, and then she took off her sweater and exposed a very revealing vest, and she started Fanning herself, ' Cohen said. ”

It is a common rule of thumb to avoid the excessive exposure of the body that makes others feel uncomfortable. In addition, adding some explanations about your hormones will only make the atmosphere even more embarrassing. "She doesn't feel well, yes, but the person who interviewed her is even more embarrassed," Cohen said. This is a typical example of an ' information overload '. "If you are prone to any type of problem that may be embarrassing, be prepared to deal with it in an acceptable way." For example, in the case just mentioned, do not wear a cascade of clothing that may be too exposed, and do not explain too much about simple moves such as taking off a sweater.

"Oh, he died in a drug deal. ”

Holly Wolf, Holly Wolf, is chief marketing officer at the Pennsylvania Bank of Conestoga, who previously recruited staff for an emergency clinic. She mentioned that she had met a female candidate who had performed well in the interview. At the end of the interview, she asked the candidate why she wanted to be a nurse, explaining that she had to return to school after her husband's death and wanted to set a good example for her younger daughter.

"She's about 33 years old, so it's great to be able to do that," Wolff said. And I said, ' Your husband will be proud of you, and you are an excellent example to your daughters. She looked at me and said, ' He is not a good example of our children. He was killed in a problematic drug trade. ’”

Referring to the death of a friend or relative in an interview may be a sensitive topic, and a reference to a deceased friend or family member's violation or violation is a bit dodgy. It may also be acceptable if you are careful to raise the matter in a casual manner, while not saying too many details that may make people uncomfortable. Although the candidate performed very well in the interview, she broke the interview by providing too much information.