Heartbreaker: Why That Chore You Interviewed For Has Been Reposted

Joanne Meehl, MS, IJCDC 🎯

Joanne Meehl, MS, IJCDC 🎯

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Published Mar one, 2015

Information technology's a heartbreaker when a chore candidate tells me they've had an interview, accept heard "no thanks" (or nil), so see the very aforementioned job reposted. What happened, especially when they believed they were "perfect for the job"?

A former client of mine I'll telephone call Susan, who landed her Senior Business Annotator task virtually two years ago, can answer that question. She recently wrote to tell me why information technology's been and then difficult to hire two business analysts in her department. It pained her to encounter good resumes from applicants who and so could not make a case for themselves in person. Her company has reposted the job in the hopes they find new candidates who can make their example. These are her words about what she observed in interviews, slightly edited at her request so as to not place her or her company.

…We are looking for ii more Concern Analysts…. We had 49 applicants and chose 12 to interview for the start circular then narrowed those down to five for the second circular of interviews. Of those, we could find only one who we felt comfortable hiring. Fifty-fifty though all 5 were very qualified for the position, nosotros didn't experience comfy hiring any of the others because of the following reasons (this was our opinion of the Round two interviews):

  • They did non answer the interview questions thoroughly or [they] took and so much time answering the question that all iii of us on the interview panel quit listening to the answer.
  • They were non well prepared - in fact only one made a comment or asked a question that was relevant to the task posting or the department or the project, even though they had all been well informed about this project during Round 1. The projection even has its ain public website to admission, just only one of the 5 actually checked it out and did additional research on this type of projection.
  • Most had prepared either no questions or very poor questions to ask before, during, or later on the interview.
  • About could not provide a clear answer to the questions "Tell me almost yourself" or "What makes yous uniquely qualified for this position?"
  • Lastly, nearly demonstrated very little energy about their desire for the position or almost how they could brand a departure for the company (and instead focused on why they wanted to piece of work for the company and what the company could do for them)

I of my friends from [a previous company] was one of the 2nd round interviews who I personally know is very well qualified for the position (maybe fifty-fifty overqualified) but we did non make her the offering because of the above mentioned items. It was very heart-opening to see such well-qualified people fail in the interviews.

We have re-posted the position.

So how could those candidates -- or you -- increase your chances of getting to Round 3 and to the offer?

Taking each of Susan'south points, here are some interviewing tips that will show interviewers who you are equally a whole person, and why they should hire you:

  • Reply the question that'south asked. And pay attending to when they have enough of an respond: if eye contact is broken and remains broken, if they are checking their scout or jail cell phone or looking off, cease talking. Information technology's all right if occasionally you cheque with them by asking, "Does that answer your question?" or like, but don't do it after each answer you give.
  • Be prepared. Examine the web site beyond the habitation page, notice people on LinkedIn with the same or similar role at that company and run into what they say almost their work. Research similar projects by searching on its proper name and seeing who else is working on a similar projection, and see what they say about it. Your curiosity nigh the organization and the role will clearly come up across if you do your homework.
  • There are then many guides online about "questions to ask in an interview" that it'southward silly this issue even had to be dealt with by Susan and her team. You lot are non a supplicant: An interview is a business conversation between and amidst equals about a problem they are having that You can solve. They are eager to hear what you want to know almost them and the effect at paw: information technology tells them what kind of teammate you would be.
  • The questions "Tell me nearly yourself" or "What makes y'all uniquely qualified for this position?" are 2 ways of asking the aforementioned thing: "How practise y'all lucifer this job?" You should know how you match and what yous'd bring; afterward all, you applied for the job with these matches in mind. At the interview, it's vital you communicate them.
  • It's essential you show energy effectually what your contributions would be. This is shown by not only by bringing up relevant examples of success, and even bringing a cursory portfolio, but also by eye contact, hand gestures, leaning forward, and a clear voice. There's time to talk later about benefits and other things the company "can practise for you lot".

If y'all are reading this, I'm guessing you are talented and have solutions that an employer needs, merely somehow haven't "clicked". As a recruiter once said to me, "Tell candidates that all nosotros ever know of them is what they tell us, specially in the interview. So they must make sure they friction match what they'd bring, to what nosotros need." He added, "It's non bragging -- instead, it's helping ME practise my job in bringing in the right people."

What'due south the terrible alternative?

To change nada and continue to have your center cleaved.