Interview Mistakes: 10 Big Ones You Want to Avoid – Part 2

Mistake #3: You based your interest and determined your fit for a job based on a job description.

Ouch, this one hurts because it’s kind of like being attacked by a double edged
sword.

There are times you have to decide if you should respond to a positing because
you don’t have all the qualifications. Then once you get into an interview, you’re
not sure how to get past that concern.

Other times, you’ve experience the total opposite. You’re drawn to an ad that is
all about you. You’re sure this position was created with you in mind it matches
you so perfectly. But, once you hit the interview scene you learn there is little
reality between the position description and the job.

Let me tell you about job descriptions. In most companies, these documents sit in
a drawer in human resources for years. They are written with the perfect
candidate in mind. One day a department manager calls and puts in a requisition
for a new hire. The HR person pulls the description and starts going over
resumes that respond to the posting.

Just in case you’re still thinking about evaluating an opportunity based only on
what your read on a job posting, position description or their website — allow me
to share some insights.

Here’s some typical “Employer Speak” translated for you:

• Entry level position: You’ll be making minimum wage.
• Join our fast-paced company: We have no time to train you; you’ll have to introduce yourself to your co-workers.
• Nationally recognized leader: Inc. Magazine wrote us up a few years ago, but we haven’t done anything innovative since.
• Immediate opening: The person who previously held this job gave notice a month ago. We’re just now running the ad.
• Casual work atmosphere: We don’t pay enough to expect that you’ll dress up, although a couple of the really daring guys wear earrings.
• Must be deadline oriented: You’ll be six months behind schedule on your first day.
• Some overtime required: Some time each night and some time each
  weekend.

You may be laughing as you read this, but I’m betting it’s because you’ve had a
similar experience between the written message and reality. This is one of those
“fool me once, shame on you — fool me twice, shame on me” situations. Next
time you’ll be prepared. Here’s a few rules to keep in mind:

Rule number one; the responsibilities maybe accurate, or they may have
changed, but the true measure of the position is the focus – what do they need
the person in this role to provide or deliver in the short term. This information is
rarely provided.

Rule number two; the company will advertise for the perfect candidate, but they
seldom get it all. Their thought process is put the optimum wish list out there and
get as close as they can.

Rule number three; the position description doesn’t tell you what it’s like to work
for the person you’ll be reporting to and it may or may not tell you what the true
culture of the organization is like.

We’ll cover rule number one when you get to Interview Mistake Number Five, so
let’s jump to rule two. I normally suggest responding to a posting if you have at
least 50% of the qualifications – IF they are in reason. What I mean is if specific
certification or licensing is absolutely required and you don’t have it, your other
skills and abilities won’t compensate. However, perhaps an ad asks for 8 years of
experience and you only have five, or maybe they prefer someone who is
bilingual and you’re not. Companies ask for certain qualifications because they
assume that’s what it will take to accomplish what they need. That’s not always
the case.

In an interview, your job is to “sell your strengths” and show a company how you
can be a solution provider for their needs. Therefore, focus on what you can do,
not what you can’t. If it’s truly a priority to the hiring company, they’ll ask you
about it. Be honest in your answers but probe to see if there are any ways to
work around the deficiency. (More on this under Mistake Number 5)

Ok, let’s discuss rule three. Have you ever been to an interview and the person
interviewing you was totally irritating – unorganized, borderline rude or seemingly
incompetent? Did you factor that in when you considered the job? Here’s the
deal – at an interview, what you see is what you get. If the person interviewing
you makes you crazy and that person would be your boss, you might want to
withdraw from consideration.

When you showed up for the interview, did you pay attention to what was going
on around you? Was the reception room clean and were you greeted when you
walked in? How were people dressed? Did employees look happy? Stressed?
Relaxed? Were there a lot of closed doors or open approachable spaces? Was
the furniture quality or held together by duct tape? Did they have voice mail and
up-to-date technology or were they in a time warp?

This is all part of the interview process. Everything won’t be a verbal message
and you have to take some responsibility for finding the right job in the right
environment with the right people. The signs will be all around you but you have
to be open to them.

Mistake #4: You know the name of the company, but
beyond that, you’re clueless.

Whoa, big mistake. Some people tell me they hate to spend the time doing
research when they never make it past the first interview. Well guess what, that’s
probably why they’re not getting called back. Companies expect you to have
knowledge about the company as well as the industry and the market.

The most savvy professionals do research before they ever send a resume.
Think of it this way, too many bad resumes start out with a professional objective
that says, “Looking for a solid company where I can advance my career.” Come
on, who do you know who wants a job with a company going down the tank?
Well guess what, when you send your resume to someone without doing the
research first, that could be what you get.

In today’s environment, many companies like to open an interview by asking,
“Why do you want to work here?” You better have a good, specific reason that’s
based on knowledge of the firm. Companies want to find out if you are really
interested in them, or just looking for a job. Think of it like dating. Your date
wants to know if you really like her/him, or if you were just bored on a Saturday
night.

Now guess which candidate a company wants to woo.

Here’s something else to consider. This is the age of instant everything.
Companies want to hire the person that comes closest to “plug and play.” They
want someone who can come in with the skills, abilities and knowledge to “hit the
streets running” and create a return on their investment fastest.

Do the research first and know when you send your resume why the organization
is a good potential match. Before you interview, do addition research to identify
mutual opportunities that may exist between their needs and your skills, their
culture and your values and corporate objectives and your professional goals.

The research part is easy. Start with the Companies website. Do a Google keyword search to bring up articles, press releases and other sources of information. Check out Hoovers at www.hoovers.com and see who is considered the main competition.

When you get to the interview, by all means, bring your research along. You’ll
gain the same advantage of the having your text for an open book test.