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Interview Horror Stories from HR (plus, 5 tips)

Interview Horror Stories from HR (plus, 5 tips)

As May graduation is upon us many students will be entering the workforce for the first time. Even if you have been swimming in the work pool for a while, let’s face it, some of us can use all the interview help we can get.

So, before you find yourself getting jittery in an office lobby and sweating through the new suit mom and dad bought you, we decided to do a little interviewing ourselves and asked business owners and human resource professionals to share their insights on hiring new candidates.

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“Interviewing can be invigorating and fun when talking with a confident, qualified applicant that I can imagine contributing towards the team and the business. On the other hand, an applicant that didn’t take the time to prepare or is disrespectful is one of the biggest tests to my patience”, said Martin Chan, President of Viogee, Inc..

There are definitely some lessons to be learned from the horror stories of candidates past to help you from committing your own interview crimes.

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Here are 5 examples of what to do to land the job derived from stories of what NOT to do:

1. Be Prepared: Interview amnesia is a real thing and it’s one part funny, two parts off-putting for any employer.

  • Interviewer: How are you doing? My name is Martin and I’ll be interviewing you today.
  • Applicant: Nice to meet you Mark.
  • Interviewer: Uhh, it’s…Okay, have a seat.
  • Interviewer: So what interested you in our company?
  • Applicant: I’m sorry. What is the name of this company?
  • Interviewer: What would you like to invest your time into professionally?
  • Applicant: I don’t know. I applied to everything- which job is this again?

2. Polished Resume: A resume should accurately reflect who you are and what qualities you can bring to a company. Make sure it is your information.

I recently interviewed a candidate that used her daughter’s resume to get in the door because she thought it would be more relevant. I’ve heard about people lying on their resumes but to use a completely different person’s resume was a new all time low! Needless to say, she was not offered the position.

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3. Be Respectful: Interviewers look for someone that they can imagine interacting with their clients and customers- the language they use is important!

Unfortunately, it’s not uncommon for a candidate to bad mouth their previous employer. I interviewed a sharp looking guy who made a great initial impression. When I asked him what his previous employer would say about his work performance, he replied, “Honestly, we didn’t see eye-to eye. He was a bit of an ***. Sorry, I say it how it is.” Suddenly he didn’t seem so sharp; needless to say, we decided not to offer him the position.

4. Be Professional: First impressions are incredibly important and hiring managers want to be impressed!

The worst interview I ever conducted was rough from the start. After introducing myself, I asked how her drive to the office was. “It was awful”, she said. “I got so lost! I’m horrible at following directions!” Later in the conference room when I asked her what attracted her to apply she got very emotional. We finished the interview but I decided to spare my office the drama.

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5. Be Aware of non-verbals: What someone says is only one thing I consider- posture, eye contact, fidgeting, someone’s dress are just a few other things to take into account.

I’ll never forget interviewing a woman that had an impressive resume but zero personality. She avoided eye contact throughout the interview and spoke in a soft tone. When I asked her what would separate her from other applicants she awkwardly stared off into space, locked her purse into a death grip and all she could muster up was, “Ummmm, I don’t know”. I guess you really can’t judge a book by its cover.

Although these slightly terrifying stories are amusing they are real situations human resource professionals have encountered more than once. Remember that the most important aspect of interviewing is to find a great match for you and the company. Hopefully, keeping that in mind will help you find the self-confidence you need to sit up straight, look your interviewer in the eye and speak with poise.

Oh, and if the hiring manager asks you how your drive to the office was just say, “Great, thanks”, because you only have one chance to make a positive first impression and the answers you give will help you demonstrate yourself as being their next rockstar employee.

Featured photo credit: Viogee, Inc. via viogee.com

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Last Updated on February 21, 2019

The Secret to Effective Conflict Resolution: The IBR Approach

The Secret to Effective Conflict Resolution: The IBR Approach

In business, in social relationships, in family… In whatever context conflict is always inevitable, especially when you are in the leader role. This role equals “make decisions for the best of majority” and the remaining are not amused. Conflicts arise.

Conflicts arise when we want to push for a better quality work but some members want to take a break from work.

Conflicts arise when we as citizens want more recreational facilities but the Government has to balance the needs to maintain tourism growth.

Conflicts are literally everywhere.

Avoiding Conflicts a No-No and Resolving Conflicts a Win-Win

Avoiding conflicts seem to be a viable option for us. The cruel fact is, it isn’t. Conflicts won’t walk away by themselves. They will, instead, escalate and haunt you back even more when we finally realize that’s no way we can let it be.

Moreover, avoiding conflicts will eventually intensify the misunderstanding among the involved parties. And the misunderstanding severely hinders open communication which later on the parties tend to keep things secret. This is obviously detrimental to teamwork.

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Some may view conflicts as the last step before arguments. And they thus leave it aside as if they never happen. This is not true.

Conflicts are the intersect point between different individuals with different opinions. And this does not necessarily lead to argument.

Instead, proper handling of conflicts can actually result in a win-win situation – both parties are pleased and allies are gained. A better understanding between each other and future conflicts are less likely to happen.

The IBR Approach to Resolve Conflicts

Here, we introduce to you an effective approach to resolve conflicts – the Interest-Based Relational (IBR) approach. The IBR approach was developed by Roger Fisher and William Ury in their 1981 book Getting to Yes. It stresses the importance of the separation between people and their emotions from the problem. Another focus of the approach is to build mutual understanding and respect as they strengthen bonds among parties and can ultimately help resolve conflicts in a harmonious way. The approach suggests a 6-step procedure for conflict resolution:

Step 1: Prioritize Good Relationships

How? Before addressing the problem or even starting the discussion, make it clear the conflict can result in a mutual trouble and through subsequent respectful negotiation the conflict can be resolved peacefully. And that brings the best outcome to the whole team by working together.

Why? It is easy to overlook own cause of the conflict and point the finger to the members with different opinions. With such a mindset, it is likely to blame rather than to listen to the others and fail to acknowledge the problem completely. Such a discussion manner will undermine the good relationships among the members and aggravate the problem.

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Example: Before discussion, stress that the problem is never one’s complete fault. Everyone is responsible for it. Then, it is important to point out our own involvement in the problem and state clearly we are here to listen to everyone’s opinions rather than accusing others.

Step 2: People Are NOT the Cause of Problem

How? State clearly the problem is never one-sided. Collaborative effort is needed. More importantly, note the problem should not be taken personally. We are not making accusations on persons but addressing the problem itself.

Why? Once things taken personally, everything will go out of control. People will become irrational and neglect others’ opinions. We are then unable to address the problem properly because we cannot grasp a fuller and clearer picture of the problem due to presumption.

Example: In spite of the confronting opinions, we have to emphasize that the problem is not a result of the persons but probably the different perspectives to view it. So, if we try to look at the problem from the other’s perspective, we may understand why there are varied opinions.

Step 3: Listen From ALL Stances

How? Do NOT blame others. It is of utmost importance. Ask for everyone’s opinions. It is important to let everyone feel that they contribute to the discussion. Tell them their involvement is essential to solve the problem and their effort is very much appreciated.

Why? None wants to be ignored. If one feels neglected, it is very likely for he/she to be aggressive. It is definitely not what we hope to see in a discussion. Acknowledging and being acknowledged are equally important. So, make sure everyone has equal opportunity to express their views. Also, realizing their opinions are not neglected, they will be more receptive to other opinions.

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Example: A little trick can played here: Invite others to talk first. It is an easy way to let others feel involved and ,more importantly, know their voices are heard. Also, we can show that we are actively listening to them by giving direct eye-contact and nodding. One important to note is that never interrupt anyone. Always let them finish first beforeanother one begins.

Step 4: Listen Comes First, Talk Follows

How? Ensure everyone has listened to one another points of view. It can be done by taking turn to speak and leaving the discussion part at last. State once again the problem is nothing personal and no accusation should be made.

Why? By turn-taking, everyone can finish talking and voices of all sides can be heard indiscriminantly. This can promote willingness to listen to opposing opinions.

Example: We can prepare pieces of paper with different numbers written on them. Then, ask different members to pick one and talk according to the sequence of the number. After everyone’s finished, advise everyone to use “I” more than “You” in the discussion period to avoid others thinking that it is an accusation.

Step 5: Understand the Facts, Then Address the Problem

How? List out ALL the facts first. Ask everyone to tell what they know about the problems.

Why? Sometimes your facts are unknown to the others while they may know something we don’t. Missing out on these facts could possibly lead to inaccurate capture of the problem. Also, different known facts can lead to different perception of the matter. It also helps everyone better understand the problem and can eventually help reach a solution.

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Example: While everyone is expressing their own views, ask them to write down everything they know that is true to the problem. As soon as everyone has finished, all facts can be noted and everyone’s understanding of the problem is raised.

Step 6: Solve the Problem Together

How? Knowing what everyone’s thinking, it is now time to resolve the conflict. Up to this point, everyone should have understood the problem better. So, it is everyone’s time to suggest some solutions. It is important not to have one giving all the solutions.

Why? Having everyone suggesting their solutions is important as they will not feel excluded and their opinions are considered. Besides, it may also generate more solutions that can better resolve the conflicts. Everyone will more likely be satisfied with the result.

Example: After discussion, ask all members to suggest any possible solutions and stress that all solutions are welcomed. State clearly that we are looking for the best outcomes for everyone’s sake rather than battling to win over one another. Then, evaluate all the solutions and pick the one that is in favor of everyone.

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