Sorry to be the one to share the bad news but, no interview is ever guaranteed. You may have a CV and skill set that matches totally what your potential new employer is looking for however; don’t leave it to chance that you will walk the interview. You might not.
As one of the North’s most experienced recruiters of social care staff, we have placed thousands of candidates. Because of this we have been able to analyse what works and doesn’t with candidates we place; particularly at this final and important stage. Below are the top 4 reasons that star candidates end up with a no rather than a yes. Candidates should fear possessing any of the below traits when it comes to interview.
Lack of preparation
If you turned up in the wrong outfit for the interview; or if you didn’t know that this particular company is part of a large UK group then you’re going to find your interview preparation wasn’t good enough.
Preparation Makes Perfect -Anon
There is a saying that preparation makes perfect. Though total perfection isn’t absolutely necessary, being armed with some basic facts and intelligent questions is a realistic expectation from your potential future employer. They might not expect you to know their current share price or their headcount numbers, however they will want to get a sense that you will have at least searched them out online.
In today’s internet driven world there is no excuse to be ill prepared especially if you are working with a recruitment agency.
A great CV is the first step to get you in the door. Unfortunately it can’t ever truly communicate your enthusiasm or attitude. That is what you have to do.
If you’re not genuinely enthused (and remember, this will be reflected in the level of research you have done on the company) by the new opportunity, there’s a good chance that the next candidate who is, will be the one who gets the job.
Attitude is a major player when it comes to candidates being offered a role. Every organisation wants to be considered as an employer of choice and one that people are desperate to join.
There are many ways to communicate this. Your body language for a start followed by some intelligent and thought through questions. All easy to take action on.
Sounding off about past managers and companies
Whatever your reasons for leaving the last organisation you can always reframe them so that they sound more positive. Focus on a career challenge, different environment or a new part of the county. Not that your last manager was a tyrant or that or that the food in the canteen was poor!
Not making it explicit why you are right for the role
Just last week I had a conversation with a manager in one of the private care organisations we provide candidates for. He shared how a candidate had turned up with a smart brief case in hand and almost left without opening it, until he was prompted to feel free to show some examples of his results/testimonials. Oh dear!
I appreciate nerves can get the better of anyone however, remember what you are there for; to validate and demonstrate why you are the woman or man for the role.
Though many care managers dislike the word selling; that is what you have to have front of mind. In other words to demonstrate how you can be of service to them and their organisation.
Most interviewers will want to know instances where you; tried, failed, succeeded, and pushed yourself. Every anecdote you give will be listened to and mentally noted. If you haven’t got your tales of success and failure off to a tee, they won’t know if you’re the right person for the role or not.
The mistakes we have shared are common and the good news is they are easy to rectify. The ideas here aren’t rocket science. In reality you either know this is an appropriate way to approach an interview or you don’t. Hopefully it will be timely reminder.
Have a fantastic Halloween
‘Till next time,
Sales & Operations Director