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7 Lessons I Learned from My Job-hunting Experiences

7 Lessons I Learned from My Job-hunting Experiences

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    Among the many ironies of the so-called ‘real world’ is not getting the job when I knew I gave my best interview. For instance, there was this firm I really wanted to work for and I was thrilled to be invited to interview on two separate occasions, only to be rejected both times. I was devastated for the next 24 hours, but I got over it. As of today, I’ve been part of the labor force for six years and I’ve had four regular jobs and a variety of freelance projects on the side. It doesn’t make me an expert, but I sure have learned lessons from every job application that somehow proved to be valuable when applied in my subsequent interviews (Hint: I’m a few days away from celebrating my second year at my present job).

    Today, I’m sharing with you the lessons I’ve learned in my personal job-hunting experiences and how they can help you avert unnecessary stress when you’re attending that interview.

    1. Read the directions when taking exams.

    Following this single piece of advice can help you, not just in getting the job, but also in saving yourself from embarrassment. You wouldn’t want to look back to a job that you almost had but didn’t get because you encircled the letters of your answers only to find out that the directions specified to use boxes. There are companies who segregate candidates’ exams according to those who followed the instructions and those who didn’t, and consider the latter rejected. This helps hiring personnel judge how applicants respond to instructions and if they are detail oriented.

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    Then again, following exam instructions shouldn’t mean that you can’t be creative with your answers. Before I got hired for my first real job, I took a barrage of tests that looked like a college entrance exam. But the part that left an indelible mark in my mind was the test where I had to complement a subject with a predicate. I didn’t want to be remembered as a boring writer applicant so I gave answers that I thought were witty. I’m not sure whether my brand of humor appealed to the supervisor, but I got the job. So unless you’re dead sure you can inspire a revolution in how the company views defiance of exam rules, deliberate disobedience or mere recklessness can take a backseat in your job hunting.

    2. Don’t just rehearse answering the basic questions; anticipate the trivial ones.

    If you’ve been in the job-seeking arena for quite some time, you’ve probably mastered the skill of answering the omnipresent interview questions (read: ‘How you see yourself in five years?’ ‘Why should you be hired?’ and ‘What you can contribute to the company’s growth?’). More often than not, it is tradition that dictates the inclusion of these questions on the list of a company’s interview protocol. However, a lot of hiring managers have outgrown this custom and began injecting fresh ideas into their interview guidelines. I remember a former boss asking me in a final interview what my worst trait was, while some inquire as far as the book you’re currently reading (that is, if you read at all) just to get a better idea of your personality.

    While it’s all right to prepare for the orthodox questions, you also have to consider the possibility that you’ll encounter something unconventional, or at least something you haven’t heard of. You don’t have to know what exactly the hiring manager will ask you, but it could help if you brush up on unique interview questions online. The point is that you don’t flinch upon hearing a question you didn’t rehearse for. Plus, anticipating trivial inquiries can help you become more self-aware and confident.

    3. Sell yourself but do not lie.

    One of the challenges I faced in my neophyte stages of job-hunting was describing myself. If it were up to me, I’d rather have the interviewer ask something—anything—about me and I’d give an honest answer. The thing is, the hiring staff needed to prove the part of my résumé where I said I had excellent written and verbal communication skills, and they gave me a chance to demonstrate both. Over time, these same experiences, as well as the skills I gained in my previous jobs, made me realize that selling myself to an interviewer wasn’t as complicated as I saw it.

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    You might think that there will always be applicants who are better than you, and you’re probably right. But if you really want to get the job, you have to make your case stronger by talking about your skills and your accomplishments. There are times, however, when people go as far as exaggerating their stories or lie blatantly just to get the job. It may be tempting to sugarcoat your achievements but remember that when you get hired and your boss discovers your lie, your reputation and your job will be on the line.

    4. Dress up for the job but do not sacrifice comfort.

    The kind of outfit you should wear to interviews depends on the company you’re applying to. Firms that have long been established often stick to wearing formal ensembles, while startup companies tend to be more lenient with their dress code and allow for smart casual outfits. Most job postings these days include the details of the company’s attire policies, but in case it isn’t provided, you can ask the hiring staff when you confirm your interview schedule. However, just because the HR tells you to wear something ‘smart casual’ doesn’t mean you can get away with jeans and black-rimmed spectacles.

    Dress like it’s your first day on your new job. Gentlemen, get yourselves a decent pair of trousers, a crisp button down shirt, and dress shoes. Ladies, wear your best skirt or slacks, a nice blouse or a chic dress, and a pair of heels that you can actually walk on. If heels aren’t your thing, wear flats that scream business. Also, don’t be afraid to put on a dash of color using light makeup. Avoid anything that you still have to break into, such as new shoes, unless you fancy risking blisters on your feet on the day of your interview. Skip anything that doesn’t fit comfortably but don’t go overboard in dressing up. A wrong choice of outfit can affect your disposition and might even sabotage your chances of impressing potential employers.

    5. Make friends with other applicants.

    Making friends with your fellow applicants has its merits. For one thing, talking to someone while waiting can help you relax your nerves, and for another, it helps you expand your professional network. Your job application can only have two outcomes—either you get it or you don’t. Either way, good friends in the field can point you to other opportunities and vice versa.

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    However, engaging fellow candidates shouldn’t be invasive either. Keep the conversation to a professional level; your biographies can wait until you’ve added each other on Facebook. Also, bear in mind that some people might simply want to keep to themselves, so take a hint from their body language if they mind small talk.

    6. Bring a book that you enjoy reading.

    I mentioned earlier that some interviewers ask applicants about the books they’ve read, but why would they want to know? An applicant who likes to read communicates openness to new ideas and the will to learn new things. Case in point: if you want to up your chances of getting your dream job and make a good impression, become more interesting by reading different kinds of material.

    My love for reading is a habit that easily manifested as I entered the world of employment. It didn’t matter what book I was reading, I’d bring it to the interview and read while waiting for my turn. Apart from saving me from boredom, it also served as an easy icebreaker when other applicants jumped into conversation. Furthermore, describing myself in the interview became easier because I could talk about reading, among other things.

    7. Remember that at the end of the day, the person who will interview you is human.

    Job interviews can be nerve-racking the first few times you do it and even more so when (a) it’s a big ticket job you’re trying to get; (b) if the person who’s interviewing you is a company executive; or (c) both. And while there are some hiring managers who take pleasure in intimidating candidates, many of them are simply doing their job. To be fair, what they do isn’t as easy as it looks. Nevertheless, it’s convenient to blame hiring personnel when we don’t get the job, but it is the higher ups who ultimately decide your fate as far as their company is concerned.

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    Still, the recommendation of the hiring manager can affect your overall evaluation, and this is where making a good first impression comes in. Show up for the interview on time, make eye contact, shake people’s hands firmly, dress sharp, and do your homework. What the interviewer will say about you may not be within your control but you can definitely do something to earn brownie points.

    Relax, it’s just an interview. And while getting the job would be fantastic, a rejection shouldn’t define your entire career.

    Featured photo credit: job interview image via ixdaily.com

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    Last Updated on December 10, 2019

    7 Strategies to Keep Employee Motivation High

    7 Strategies to Keep Employee Motivation High

    Highly motivated employees are essential to the success of any business. Most people spend a third of their lives at work.[1] That’s a significant amount of time away from home, apart from the people who make us happy and the things we love to do. So keeping employee motivation high is essential for creating an office environment that gets the best out of our people.

    But do you know what motivates your people?

    It’s simple:

    • Is their work stimulating?
    • Does it challenge them?
    • Is there room to grow, a promotion perhaps?
    • Do you encourage creativity?
    • Can they speak openly and honestly with you?
    • Do you praise them?
    • Do you trust your staff to take ownership of their work?
    • Do they feel safe in their work environment?
    • And more importantly, do you pay them properly?

    Every one of these factors contributes to the general happiness of your employees. It’s what motivates them to come into the office each day and work hard, hit goals, and get results.

    In contrast, an unmotivated employee is typically unhappy. They take more sick days, they’re not invested in seeing your business succeed, and they’re always on the lookout for something better.

    Stats show that 81 percent of employees would consider leaving their jobs today if the right opportunity presented itself.[2] So it’s up to you to set aside time and energy to create a work environment that benefits every one of your employees.

    These seven strategies will help you motivate your people to consistently deliver quality work and, more importantly, to stick around for the long term.

    1. Be Someone They Can Rely On

    You rely on your people to turn up to work each day, to come to you when they have a problem they can’t solve, to be honest, and to always engage professionally with customers.

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    But this is not a one-way street. You, too, need to be someone your team can rely on. They trust you to have their backs when a client is unreasonable, to know that the decisions they make are in your best interest, and to make good on your promises.

    If you say you’ll attend an important meeting, be there. If your company makes a profit and you’ve said you’ll pay a bonus, pay it. The goodwill of your people is something you never want to test, let alone lose.

    Be reliable; it’s astounding how much this motivates your people.

    2. Create an Awesome Company Culture

    There’s no denying that company culture trickles down from the top. Your leadership and attitude massively influences the attitudes, work ethic, and happiness of your staff. If you’re always stressed-out, overly demanding, and unreasonable, it’ll create tension in your office which will adversely affect your employees’ motivation levels.

    In fact, the HAYS “US What People Want Survey” found that 47 percent of staff who are actively looking for a new job, pinpoint company culture as the driving force behind their reason to leave.

    So if you have high staff turnover, you need to determine whether your company culture might be the motivating factor behind your churn rate.

    Here are four ways to build a culture that keeps your employees highly motivated.

    • Be conscious of the image you present. Your body language and attitude can positively or negatively impact your employees. So come to work energized. Be optimistic, friendly, and engaging—this enthusiasm will spill over to your people and motivate them to be more productive and efficient.
    • Appreciate your people and be reasonable. Celebrate your team’s achievements. If they’re doing a good job, tell them. Encourage them to challenge themselves and try new things. And reward when deserved. If they’re struggling, help them. Work together to find solutions and be a sounding board for their ideas.
    • Be flexible. Give your people opportunities to work remotely—this is highly motivating to staff, particularly millennials. They don’t want to be battling traffic each day on their way to work. They don’t want to miss their kids’ baseball games or ballet rehearsals. Stats show that companies that offer flextime and the ability to work from home or a coffee shop have happier and more productive employees.
    • Create employee-friendly work environments. These are spaces that inspire and ignite the imagination. Have you ever been to Google’s offices? No headquarter is the same. From indoor slides and food trucks, to hammocks, and funky work pods on the wall, gaming rooms, and tranquil interior gardens, there’s something for everyone. It’s a space where people want to be, catering to their need for creativity, quiet, or team building; you name it.

    So take a look at your company culture and ask yourself, Is my business an attractive workplace for talented professionals? Does it inspire commitment and motivate my people? What could I do to improve my company culture?

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    3. Touch Base with Your Team Weekly

    Make time for your people, whether you run a remote business or work in an office, set aside time each week to talk to your people one-on-one. It’s non-negotiable.

    When there’s an open line of communication between staff members, work gets done. Don’t believe me? A study by Gallup found that 26 percent of employees said feedback from their leaders helps them to do a better job.[3]

    Your people want to feel trusted. They want to take ownership of their work, but they also need to know that when they have a question, they can reach out and get answers. If you’re unwilling to make yourself available, your team will quickly become unmotivated, work will stagnate, and your business will stop growing.

    So block off time on your calendar each week to touch base with your people, even if only to let them know that what they’re working on matters.

    4. Give Them the Tools They Need to Do Their Jobs Well

    Imagine trying to run your business without electricity. How would you contact your clients? What would happen when your phone or computer battery died?

    Technology is super critical to the success of your businesses. It allows you to work more efficiently, to be more productive, and to handle matters on-the-go. That’s why you need to give your people tools that will make their jobs easier.

    Make sure their equipment is in good working condition. There’s nothing more frustrating than a laptop that takes ages to boot up. It’s got to go. Replace outdated software with new software. Don’t make your designer work in Coreldraw; give them access to the most up-to-date version of Adobe Creative Suite. Take it a step further and buy them a subscription to Shutterstock or Getty Images.

    Make working for you a pleasure, not a pain; and watch your employees’ motivation levels rise.

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    5. Provide Opportunities to Learn and Upskill

    Would you believe me if I told you that 33 percent of people cite boredom and a need for new challenges as the top reason for leaving their job?[4] If you want to retain your talent, you need to upskill.

    Thanks to technology, we live in a rapidly evolving world that demands we change with it. A copywriter is no longer just a writer; they now need to be experts in SEO, Google Adwords, CRMs, and so much more.

    A pastry chef needs to be a food stylist, photographer, and social media manager. An entrepreneur needs to be a marketer—or at least take ownership of the marketing message for their business—if they hope to scale.

    Technology makes all of this possible. No matter your location, your people can continuously expand their knowledge and gain new skill sets—something that’s highly motivating to employees. They want to know that there are opportunities to grow and develop themselves.

    If you won’t invest in your people, then your business becomes just another job to tide them over until they find where they truly belong. So be the company that sees value in developing its people.

    6. Monitor Their Workload

    Overworked employees tend to be unproductive and unhappy. Your people cannot be at full capacity every day, month to month. Something’s got to give. They’ll become deflated and their work will eventually suffer, which will negatively impact your business.

    What I like to do is implement a traffic light system. It helps me to keep a finger on the pulse of my business. So there’s red, yellow, and green:

    • Red means they’re fully loaded.
    • Yellow means they’re busy, but they can potentially take on more.
    • Green means they haven’t got enough to do.

    I use this traffic light system because I don’t want my team members to be stressed out of their brains all the time. If they are, they won’t make good decisions and they won’t do good work.

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    If my people are regularly overloaded, I have things to think about. Perhaps I need to hire a new person to help ease the load or take a closer look at what projects are good to go, and which can take a back seat.

    And this is why #3 is essential. If I’m regularly engaging with my people, I’ll know that while they’re coping with their workload, it is impacting their performance and health, and I’ll take action.

    7. Don’t Mess Around with Your Employees’ Pay

    Never mess around with your people’s salary. As a business owner or high-level manager, it’s easy to forget that most people live from paycheck to paycheck. Delayed compensation can mean a missed bill payment, which could result in costly penalties they can’t afford or hits to their credit score.

    So it’s your job to ensure that you pay your people on time.

    The Bottom Line

    A motivated team is an asset to any business. These people never give up. They get excited about coming to work each day and can’t wait to test a new theory or tackle a particularly tricky challenge. They’re proud of the work they do. And more importantly, they have no reason to leave.

    Wouldn’t you rather be part of their success story than the business that drove them away?

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    Featured photo credit: Emma Dau via unsplash.com

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