Top 6 not to do in an interview
In today's tight labour market, employers aren't the only ones making a judgement during a job interview as more and more jobseekers are using interviews to determine whether or not they want to work for a particular employer.
However, despite the fact companies are desperate for talent, many employers are their own worst enemy during the interview process, according to a new survey.
The Selection Forecast 2006-2007, by consulting firm DDI Canada and online job board Monster, surveyed 628 staffing directors, 1,250 hiring managers and 3,725 jobseekers and found the biggest turn off for jobseekers are arrogant employers who act as if they don't have time for the jobseeker during an interview.
“An interview can quickly escalate from being a ‘meeting of the minds’ to a ‘clash of personalities’ if both parties are not prepared and respectful of one another,” Suzanne Gagnon, manager of consulting services for DDI in Canada, said.
“Interviewers sit inches from the candidate, but there’s a wide gap between what they think candidates are looking for and what would actually motivate interviewees to become employees.”
What employers are doing wrong, from the jobseekers' perspective:
• acting like they "have no time to talk to me" (cited by 68 per cent of jobseekers);
• withholding information about the position (55 per cent);
• turning the interview into a cross-examination (50 per cent);
• showing up late (48 per cent);
• appearing unprepared for the interview (45 per cent); and
• asking questions unrelated to job skills (45 per cent).
However, despite the fact companies are desperate for talent, many employers are their own worst enemy during the interview process, according to a new survey.
The Selection Forecast 2006-2007, by consulting firm DDI Canada and online job board Monster, surveyed 628 staffing directors, 1,250 hiring managers and 3,725 jobseekers and found the biggest turn off for jobseekers are arrogant employers who act as if they don't have time for the jobseeker during an interview.
“An interview can quickly escalate from being a ‘meeting of the minds’ to a ‘clash of personalities’ if both parties are not prepared and respectful of one another,” Suzanne Gagnon, manager of consulting services for DDI in Canada, said.
“Interviewers sit inches from the candidate, but there’s a wide gap between what they think candidates are looking for and what would actually motivate interviewees to become employees.”
What employers are doing wrong, from the jobseekers' perspective:
• acting like they "have no time to talk to me" (cited by 68 per cent of jobseekers);
• withholding information about the position (55 per cent);
• turning the interview into a cross-examination (50 per cent);
• showing up late (48 per cent);
• appearing unprepared for the interview (45 per cent); and
• asking questions unrelated to job skills (45 per cent).
