6 Job Interview Slip Ups to Avoid at All Costs

6 Job Interview Slip Ups to Avoid at All Costs Your potential employer liked your resume and you’ve been called in for a face-to-face interview. This is an important, maybe even the MOST  important, step in your job search, and it  is your chance to make a good first impression on your potential employer! It’s normal for you to feel nervous, but by knowing what some of the biggest mistakes that people frequently  make in interviews are, you can reduce your stress level and aim to improve the way you act and speak, avoiding these errors. Here are a few things that you shouldnt  do and  some tips on how to avoid them! 1. Arriving late Being late for a job interview not only shows your potential employer that you have bad time management skills, but it also shows a lack of respect for the company. If you have a habit of being late for your appointments, stop it! Aim for arriving 15-30 minutes before your appointment time. If youve got time to spare, find a coffee shop nearby and wait. This gives you a chance to calm your nerves, fit in any last minute prep and most importantly, avoid arriving late! Source 2.  Leaving your phone on Make sure you turn your phone off during your job interview, or at least turn it on silent- although the vibration sound can often be just as loud as a ringtone! Not only would it be very disruptive if your phone were to go off in your interview, it would also appear very unprofessional on your part  and  shows a lack of respect for your interviewers time.   Source 3. Not knowing enough about the company Sometimes the interviewer may test your knowledge about the company and ask you what you know about it or what attracted you to the opening. This is one of the easiest questions that allows you to impress the interviewer, IF  you do your homework before your interview. You can find most of the information about the company online, on  the company’s official website, LinkedIn page, and even Facebook page. Familiarize yourself with your potential employer before you head to your interview, including what they do, their values and any current projects theyre working on if you can find this information. Source 4. Criticising your previous employer Regardless of how unhappy you were with a previous employer, DO NOT criticise your ex-boss and coworkers. It’s a small world and you never know who your interviewer might know. He or she could be a personal friend of the boss you describe as an idiot! You want to give the interviewer the impression that you are a team player and can work well with others. Source 5. Talking too much The interviewer doesn’t need to know your whole life story. When you are asked a question, focus on this question and provide a clear and concise answer. Don’t get sidetracked and ramble on and on about your personal life! Source 6. Zoning out You should give your interviewer your full attention and be prepared to answer anything they may ask you. If you allow yourself to zone out and miss a question or have to get them to repeat themselves, they may doubt how interested or committed you actually are to the role. To avoid this happening and to maintain your focus, make sure you have a good night sleep the night before even if all your friends are hitting the town! Source Main Image Credit: Shutterstock

5 Reasons Why Interview Feedback Matters

5 Reasons Why Interview Feedback Matters Interview feedback is proving to be one of the more contentious issues facing our industry today. Candidates are keen to receive it, yet some employers are reluctant to give it â€" so what should be done? A recent white paper from a group of HR stakeholders, backed by several leading international organisations, aims to address this. The paper, Fight for Feedback, has been put to the Department of Work and Pensions to initiate a major development in the jobs market: it calls for interview feedback to become a mandatory requirement for employers. As recruiters, we are often left in a tricky position if our client provides no explanation as to why one of our candidates was not hired after attending an interview. In fact, the report finds that 83% of people claim that they have never received any feedback following an interview. We are then left to smooth over the relationship with disgruntled candidates when their efforts are met with boilerplate rejections. And yet you can’t not empathise with time-poor hiring managers and interviewers, especially if they are mass recruiting. They may also be worried about potential legal risks if they give feedback in the wrong way or they might be concerned about causing offence. Giving feedback, however, does not only aid the candidate’s future job search; it can also be positive for the organisation. Here are the top five reasons why you should encourage your clients to give feedback after every interview: 1. A PR opportunity Word of mouth and personal recommendations are some of the most effective marketing tools for an employer’s brand. As unbiased candidates share positive recruitment experiences â€" regardless of whether or not they were successful in securing the role â€" clients could attract even more applicants for future positions. On the flip side, instances of individuals using a public platform to air grievances about an organisation are increasingly common. If a candidate is left in the dark, organisations risk having to field negative comments on social media, which can be extremely damaging to a brand. 2. Candidate courtesy We all know how much time it takes to prepare for interviews, in addition to any tasks or tests that the organisation may require you to complete. It is important that this is recognised and that the candidate is thanked for the time they spent on the application process, because these individuals are already investing in the role. This will also help to boost the client’s reputation. Sharing constructive feedback following any tests is advisable, although overly negative comments could have an adverse effect. 3. Repeat jobseekers Candidates might miss out on a role because they lack certain skills or experience in a particular area. However, with a few more years’ work experience they could be a perfect fit. If your client runs a robust recruitment process and offers constructive feedback, it is likely that a candidate will return when they have acquired the requisite skills, securing the employer a tailor-made future employee. 4. Economic boost As well as having a positive impact on the individual organisation, feedback will eventually lead to a better-equipped labour market. High calibre candidates will generally be easier to come by if individuals know where their strengths lie and the areas in which they need to improve. As a result, future hiring for all employers may become significantly more efficient. 5. It’s not time-consuming Many clients say they lack the time to provide detailed feedback following an interview, but it needn’t be as burdensome as they expect. Notes are often taken during interviews and then circulated. These can be easily repurposed for the interviewee, ensuring that the comments are constructive. Failing that, a quick call with us can easily be translated into constructive and considered feedback on their behalf! About the author:  David Morel  is the CEO/Founder of  Tiger Recruitment, one of London’s leading secretarial/administrative recruitment agencies. David founded Tiger in 2001 and has written extensively in the press and wider media advising both employers and job seekers on best recruitment practice.

Known Hazards The 6 Most Common Injuries for Women at Work

Known Hazards The 6 Most Common Injuries for Women at Work Broadly speaking, women endure psychological trauma in the workplace at greater frequency than their male colleagues. In 2015, an Australian study found that women are 1.9 times as likely to experience work-related “mental disorders.” For their part, men were 1.4 times as likely to suffer physical injuries in the workplace. Up close though, the picture changes. According to the study’s abstract, “[a]djusting for occupational group reversed the gender difference in musculoskeletal and tendon injury claim rates.” In other words, women experience such injuries at higher rates than men, and the lower overall frequency is attributable to underrepresentation in high-risk occupations. As this interactive graph shows, workplace injuries occur with greater frequency in male-dominated occupations like utilities and motor vehicle manufacturing. With this in mind, let’s take a closer look at six of the most common workplace injuries for women. Lower Back Injuries Lower back injury is a leading cause of low back pain, one of the most common chronic ailments in America. It’s more likely than not that you’ll experience persistent low back pain at some point in your life â€" if you’re not already a statistic. Common causes of on-the-job lower back injuries include repeated lifting and turning, standing in place for long periods, walking with heavy loads, poor sitting posture, and repetitive side-to-side motion. Persistent low back pain can lead to other, more serious issues, such as herniated discs and opioid abuse. Neck Injuries Upper back and neck injuries frequently have a similar set of causes as lower back injuries: repetitive motion, craning, standing for long periods, and the like. Unfortunately, neck injuries are just as stubborn as lower back injuries. Left untreated, they can substantially impact quality of life over time, and may lead to complications that reduce range of motion or sensation. Hand and Wrist Injuries Hand and wrist injuries, such as carpal tunnel syndrome, affect workers across the income and industry spectrum â€" from entry-level food-service and manufacturing workers to white-collar professionals. Common causes include overuse, repetitive motion, and poor office ergonomy. Motor Vehicle Accidents Though men are more likely to hold driver jobs, motor vehicle accidents don’t discriminate. Accident and fatality rates are just as high among women as men. Sexual Harassment Sexual harassment is a major source of physical and psychological trauma in the workplace. By the numbers, women are more vulnerable than men to the full spectrum of sexual harassment: verbal abuse, unwanted advances, inappropriate touching, sexual assault. Beyond the physical and emotional impact of sexual harassment, there’s a career dimension as well: Women who escalate complaints are subject to retaliation that may impede their professional advancement. Workplace Violence Workplace violence can be random or targeted, but the numbers don’t lie: Women and men alike fall victim. Women experiencing domestic abuse in the home are especially vulnerable to targeted violence. Have you ever experienced one of these on-the-job injuries? Please share in the comments section below.