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How To Steal The Spotlight At An Interview

How To Steal The Spotlight At An Interview

You spruced up your resume, destroyed the photocopier, and managed to land yourself an interview. Congratulations! But what’s next? You’ve done the easy part getting an interview, now you need to make yourself really stand out from the crowd and turn an interview into a job. Interviews can be really daunting experiences, but on the whole they all tend to follow a very similar format, and there are loads of things you can do to get yourself in the right frame of mind and prepared to steal the limelight from the other applicants. Here’s what you need to do, starting from the beginning:

Preparing for an Interview

Getting yourself ready for the day of the interview is probably the most important part of the whole process. Most companies will give you approximately a week between the day they invite you and the day of the interview. This is to give you ample time to prepare yourself as they wish to see you at your best, and so don’t procrastinate – prepare!

Rehearse Typical Questions

Many interviewers will ask similar questions no matter what the field or sector, as they are looking for more personal views rather than expertise-based notions when looking to hire. They want to make sure your desires match up with the companies, and that you will fit into the culture. Glassdoor sifted through thousands of interviews and put together the 100 most common interview questions. It’s best to run through a list like this, and see if you can prepare and plan the points you want to mention, and try to remember the key points and not a speech – sounding rehearsed in an interview often comes across quite negatively.

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Relate to your Resume

When you’ve considered how you want to answer the questions, try and relate your answers to evidence you can find within your resume. Nothing ties together a stronger argument to hire you than you being able to reflect what you have learned and how you have developed, as well as being able to notice your flaws. When considering your flaws, try and highlight how this job will help you develop and concentrate on them alongside strengthening your existing skills. However, be careful in doing this, as they may think you are trying to freeload on their training and development opportunities. Something along these lines:

Although I’ve not previously worked in a managerial role, I have worked amongst many teams and have adopted somewhat of a leadership role, such as a project in [Company]’s Marketing Department. It will be a great challenge to myself, and I am at a position within my career where I am ready to take that step.

(Need help with your Resume? Check out 10 Tips on How to Craft the Perfect Resume)

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Prepare Yourself Mentally

Think about how many people you are competing against probably for one job. You need to prove not only to the company, but to yourself, that you are worthy of the role and that you deserve to have the job. Look through your experiences, your skill set, and highlight to yourself why you deserve the job, and what benefits you can bring to the company. This will have clear knock-on effects to your confidence, the way you present yourself, and will be noticed by those at the interview.

Pre-Interview Communications

This is one area people often forget to consider. You will be communicating with a company or interview prior to the interview, and these first impressions can have a serious impact on how they will consider you following and during the interview. If you’re applying to a large corporate firm, be formal in all communications with them, and thank them for the opportunity (not every time, but at least once!). Again, how you communicate with them will depend on the existing company culture, and this can be a great way to evaluate whether or not you feel the company will be a suitable fit for yourself. Also, if you are unsure, ask about the dress code of the interview. There’s nothing worse than turning up to an interview in suit to find everyone else in jeans and a polo shirt.

Interview Day

Dress the Part

Think about the interview process. You probably emailed a resume, corresponded via phone or email to book in the interview, and now you’ve arrived at the door. This is the first time they will physically see you. That said, your first impressions will be lasting. It’s important that you dress to impress, but also dress appropriately. If they say dress professionally, make sure your suit is clean and ironed, your belt and shoes match (a winning tip for any outfit!), and you are well groomed. Ladies, not too heavy on the make-up; a sleek, a natural look gives off a great elegant and sophisticated vibe, as well as confidence. The outfit isn’t everything though, make sure you have the body language to match (we’ll talk about this further on).

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Be on Time

So the day has come. Make sure you prepared your journey, have a fresh copy of your resume just in case, and you’re presentable and dressed appropriately. Give yourself adequate time to arrive there early, I always suggest trying to get there about 20 minutes early, and sign in or make it known that you are there. Although they probably will not see you earlier, them knowing that you are eager and that you have arrived on time, but not ridiculously early, is a sign of good organization skills. Many people will arrive early and wait until 5 minutes before to make it known that they have arrived, but you’re competing – take every minor advantage you can get.

Body Language

It’s not just what you say, it’s how you say it. Everyone has heard a saying along those lines, but there is so much importance in it. I am aware of at least two people who have been turned down for a job because they seemed “too relaxed” or “not passionate enough” because of the way they were sitting in the interview. Keep your body language open and interested (sit up, shoulders back, open arms), and try not to fidget. Being in control of your body is a great way to show you are a confident. Some great ways to practice body language are to record yourself in a mock interview setting and analyze afterwards. Study public speakers and famous figures in interview settings (on  the news, talk shows, etc.) and see how they compose themselves and try to mimic them. Another great trick is to try and mimic the behaviors of the interviewer subtly. If you do this too obviously it can be very noticeable and somewhat off-putting, but in general people subconsciously mimic the behaviors of people they like as a form of trying to gain acceptance and trust. Although this normally happens fairly naturally, its a good thing to be aware of.

Be Confident, Be Honest

Following on a similar note from Body Language, be careful in the language you choose as well during the interview. Avoid weak phrases such as “I feel that…”, “I think that…” as they show doubt in your opinions. Rather, simply state “I am…”, “It is…” and it shows not only confidence in what you are saying, but that you have previously reflected and have created assertions based upon this (especially if the point is regarding past experiences or situations). With regards to honestly, do not lie about what your previous jobs entailed, but simply be honest with what you’ve achieved before and where you wish you could improve. By being dishonest you may open yourself up for danger in the future, if your expertise are ever called upon, and it will cause friction within the group dynamic of the workplace. Do not be ashamed if you feel like your achievements are little compared to others of the same age or field, everyone has to start somewhere!

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Prepare Questions

Do your homework on the company you’re applying to and have some questions prepared which are meaningful to you. Maybe consider whether or not the company culture is right for you, and ask about the office space and the dynamic of the office, or about work do’s-and-dont’s. If not that, maybe ask about what a typical day will entail, or how much autonomy you will have – whatever is important in a role to you. Not only will asking questions benefit you, it will show the interviewers that you are assessing your fit to the company, and will help make sure that both you and the company will mesh together well.

Summary

And there you have it, a few tips and tricks about handling the interview situation. I would say the biggest thing really to consider is confidence. Confidence is so important in so many ways as it will help you: a) Decide which companies are the right fit for all your aspects and you won’t simply rush into anything just because they offered you the job. b) Stand out during the interview process, but be sure you know the line between confidence and egotistical c) Keep you in the forefront of employer’s and interviewer’s minds in case opportunities arise elsewhere or in the future. Interviews are not necessarily just a yes/no, but can be great networking opportunities too. I wish you all the best with your interviews in the future, and hope you get the dream job and progress through your aspired career!

Featured photo credit: S. Charles via ununsplash.imgix.net

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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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