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9 Tricks To Turn the Tide For A Bad Job Interview

9 Tricks To Turn the Tide For A Bad Job Interview

What can be more nerve-wracking than a job interview? Even first dates don’t have such high stakes. You’re at an interview for a job you really want, or really need, and you can tell you’re floundering. The interviewer doesn’t seem impressed by you, or you keep putting your foot in your mouth when asked to explain why you left a previous job, or you can’t come up with any words at all. Don’t worry, it’s happened to all of us! These tips will help you learn how to turn the tide for a bad job interview.

1. Recover from a terrible answer by rephrasing it.

Your brain is going a million miles an hour, and you’re trying to focus on the interviewer so you can form an intelligent answer for each question. But sometimes your brain trips up and picks the wrong words, or you use a negative tone when talking about a past job. Don’t let a disaster answer hang in the air. As soon as you realize your mistake, pause and state that you want to clarify what you meant. Rephrase the answer in positive, intelligent terms and elaborate a bit more, so the interviewer sees you’re not just covering yourself, but actually giving a clarifying explanation.

2. Ask questions if the interviewer seems bored.

Interviewers take notes while you’re talking, but that’s definitely a flower doodle in the corner of the notepad, and it looks like they’re starting in on the rest of the landscape. Don’t keep talking while your interviewer spaces out. Make sure they’re engaged the entire time. Instead of the never-ending monologue you’re giving, start asking questions. Ask about the company, the specific positions, the duties each job will include. Not only will this pull the interviewer from their daydream, they’ll see that you’re actually interested in learning about the job.

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3. Change the topic.

The interviewer might find a subject you don’t know much about – maybe the specific lesson you never really understood in college, or a job duty you couldn’t really master at your last job. Don’t just sit back and admit you don’t know what you’re talking about. Change the topic to highlight your strengths and share your knowledge.

4. Deal with the claim that you’re under or over qualified.

If you’re over qualified for a job, you will be called out on it. Employers don’t want to hire someone who will leave for something better in a month. Stress why you’re taking a job you might be over qualified for: because it interests you, because you want to break into a new field, because you want to take on different responsibilities. Make every aspect sound positive.

And if you’re told you’re under qualified, never fear! Make it clear that you’re aware of what the job is asking for, so the employer won’t think you applied just to waste their time. Tell them you want hands-on experience and that you’re a quick, eager learner. Again, make each point seem positive.

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5. Ask for a short break.

If you’re really fumbling, don’t be afraid to ask for a bathroom break. Walking around a more open space will help get oxygen to your brain. Splash some cold water on your face, give yourself a pep talk in the mirror, and get back out there feeling refreshed.

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    6. Show how interested you are in the job.

    When all else seems to fail, just be honest – show the interviewer how interested you are in the job. Let your passion come out as you explain how much you’ve always wanted to work for this company, or how eager you are to get into a new field or a different position. Don’t be afraid to be the one showing how much you want it – this isn’t a first date, so you don’t have to play it cool or risk scaring someone away.

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    7. Email a note clarifying any problems.

    Sometimes you don’t think of a mistake until you’re replaying the interview in your mind for the fifteenth time. Don’t beat yourself up about something you can’t correct in person. When you email a thank you note after the interview (you do that, right? You should!), include a brief paragraph explaining what you feel like you messed up on. In a worst case scenario, the interviewer has already made up their mind, but you’ll feel better explaining yourself, and they might really respect that you came forward to clarify, instead of just shrugging it off as a lost cause.

    8. Request a second interview.

    Either in your thank you email or a phone call, don’t be afraid to ask for a second interview. Be honest and say you were nervous and felt like you flubbed the first one. First impressions will stick in people’s minds, but calling about a second interview will show how much you really want the job, and how much effort you’re already putting into it.

    9. Accept it as a funny story to tell.

    Ok, so this “trick” won’t really turn the tide for a bad job interview, but it can make you feel better after the fact! Keep in mind that this interview was an experience. Maybe it seemed awkward and intolerable at the time, but you made it through. Whether you get the job or not, you now have a funny story to tell. I know tons of people who have humorous stories about bad job interviews, either self-deprecatingly or at the expense of a bad interviewer. Everyone loves hearing these stories, because everyone can relate. Don’t beat yourself up about what you should have done – just start crafting your story!

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    Featured photo credit: Alan Cleaver via flickr.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?

    More to Motivate Your Team

    Featured photo credit: Emma Dau via unsplash.com

    Reference

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